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impact of recession on H.R in India
 

impact of recession on H.R in India

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    impact of recession on H.R in India impact of recession on H.R in India Presentation Transcript

    • PRESENTER – CHARU SHARMA CHAIRPERSON - HEERA LAL REPORTEUR - GAGANPREET KAUR
      • A recession is a decline in a country’s Gross Domestic Product (GDP) growth for two or more consecutive quarters of a year.
      • It makes you wiser
      • It makes you think outside the box
      • A crises bornes a decision maker out of you
      • It makes you appreciate what you have
      • It forces change
      • Lowered attrition rate.
      • Higher job satisfaction level
      • Good people available at cheaper rates.
      • Impact of economic slowdown on employment in India.
      • The emerging challenges of human resource management in the global recession situation.
      • The strategy adopted by HR personnel to deal with these challenges.
    •  
      • Collapse of Lehman Brothers
      • The collapse of American International Group (AIG) Bank
      • Collapse of the mortgage lenders Freddie Mae and Fannie Mae.
      • Transport
      • Communication
      • Trade
      • Hotels
      • Restaurants
      • Problem of Recruitment.
      • Managing downsizing program appropriately.
      • Talent Management.
      • Stress Management.
      • The Return on Recognition in a Recession.
      • Loss of employment
      • Reduction of income leading to social distress
    •  
      • Cisco
      • Lincoln Electrical, Ohio
      • Hold special meetings
      • Motivate the employees
      • Offering challenging assignments and opportunities
      • Explain to them the importance of their existence in jobs
      • Initiate change by identifying key people
      • Identify the achievers and reward them
      • The Terminated
      • The Fearful
      • The Indifferent
      • The Delighted
      • The Apocalyptic
      • The Longers
      • The Engaged
      • Survivor’s guilt
      • More work, less motivation
      • Rampant rumor mill
      • Consolidate workforce
      • Streamline salaries
      • Make organizations more performance-centric
      • Identify real talent
      • Develop talent as leaders
      • Review and restructure policies
      • Build employer brand
      • Communicate and build trust and morale
      • Cancellation of several benefit schemes
      • Reduce the number of employees in the organization
          • Strategic initiatives to increase the productivity and efficiency of the whole organization
          • Redesign of the compensation scheme
          • Identifying the real key employees and to keep them in the organization
          • Identifying the real top potentials and to strengthen their development program
      • Contingency plan
      • Brainstorming session
      • Job freeze
      • Employee performance evaluations
      • Flow of Communication should be from top to down.
      • Individual and group concerns
      • Maintain a calm atmosphere
      • HR policies, processes and procedures
      • Process of managing change
    •  
      • http://www.hrmreport.com/article/The-Return-on-Recognition-in-a-Recession/ 
      • http://empxtrack.com/blog/10/post-recession-challenges-of-talent-management/ 
      • http://www.thehindubusinessline.com/manager/2009/04/20/stories/2009042050701000.htm
      • http://www.itvoir.com/portal/boxx/knowledgebase.asp?iid=1296&Cat=3
      • http://www.24-7pressrelease.com/press-release/globalhunts-view-on-managing-hr-in-recession-84206.php 
      • http://e-articles.info/e/a/title/Managing-HR-in-Recession/ 
      • http://www.citehr.com/142624-managing-hr-recession.html
      • http://howtomanagehumanresources.blogspot.com/2009_04_01_archive.html
      • THANK
      • YOU