HRM -- Philosophies


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Every person, institution seeks to have a philosophy of their own. It is important for us to understand what philosophy means. These slides are prepared to give an overview of HR Philosophies.

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HRM -- Philosophies

  1. 1. HR PHILOSOPHIES 28 February 2012 Dr.Padma Shankar 1
  2. 2. Philosophy comes from the Greek (philosophia) which literally means “love of wisdom”"Philosophy studies the fundamental nature of existence, of man, and of mans relationship to existence…………….‖ —Ayn Rand, Philosophy, Who Needs It (p. 2) 28 February 2012 Dr.Padma Shankar 2
  3. 3. Why do we need a philosophy??? of life." Philosophical convictions are “sense It reflects the fundamental ways you relate to the world and other people; it is your intuitive feeling of how things are and how they ought to be. There is a need to understand the convictions consciously, Otherwise we dont really have a clear idea of what we believe or what is motivating us to make our biggest decisions. This sense of life that dominates nations or cultures can determine their fates. (Ayn Rand, Philosophy: Who Needs It, p. 5) 28 February 2012 Dr.Padma Shankar 3
  4. 4. Why do we need HRphilosophy planet "People" pertains to fair and beneficial business practices profit people toward labour. Triple Bottom Line of sustainability 28 February 2012 Dr.Padma Shankar 4
  5. 5. Assumptions of HR Philosophy HR is a resource (useful, limited and potential to deplete), capital (asset), and talent (ability) „understand-predict-influence sequence philosophy of HR shapes the way the employees are managed in that organization. Theory X„ -- that the employees are inherently lazy and will avoid work if they can-- will promote Theory X kind of behavior among the employees articulated HR philosophy and the HR philosophy in practice ! HR philosophy be closely linked to (or even derived from) the core values of the organization. 28 February 2012 Dr.Padma Shankar 5
  6. 6. Why HR philosophy(a) Organization…………. has barriers, may not be perfect but are good, now aiming to be “great” benefits from a talented, motivated, loyal and free spirited work force. 28 February 2012 Dr.Padma Shankar 6
  7. 7. (b) HR……….. can be developed and increased to an unlimited extent; philosophy create conducive and healthy climate with values of openness, enthusiasm, trust mutuality and collaboration. to plan and monitor ways that are beneficial both for the individual and the organization. to perpetuate a feeling of belongingness to make them feel committed to their work and the organization. to motivate employees by satisfying their basic and higher level needs. to discover and use the employees capabilities and potentials to increase their commitment. to ensure the development and utilization of the capability of all the subordinates. 28 February 2012 Dr.Padma Shankar 7
  8. 8. How HR philosophy helps: to makes explicit the organizations core beliefs about managing people. to translate the HR philosophy into management system and practices. And finally HR philosophy provides direction, practices make it operational. 28 February 2012 Dr.Padma Shankar 8
  9. 9. How to Create a HRPhilosophy? 28 February 2012 Dr.Padma Shankar 9
  10. 10. Keep it in Context“An attempt to create an identity for the company that distinguishes it inthe marketplace," says David Ulrich, (a business professor at the University of Michigan and co-founder of the RBL Group, a consultancy that advises businesses on human resources, leadership, and organization.)A company needs to have a mission statement, philosophy, and code ofethics:Mission statement: A mission statement should succinctly summarizewhat you do or what your aims are.Philosophy: A philosophy is the slogan like into core ideas or values thatthe company and its members hold dear and adhere to in their businessdealings.Code of ethics: A code of ethics or code of conduct expands to deal withspecific types of situations and behaviors.Ulrich continues,"There are dimensions of this identity: They all try to position acompanys identity in the minds of those inside and outside the company." 28 February 2012 Dr.Padma Shankar 10
  11. 11. Dont Put It Off“What tear them (companies) apart is people that dont get alongwith one another; they have different values.“Alex Plinio, co-founder of the Institute for Ethical Leadership at Rutgers Business School.Practice What You PreachThe principles in a companys philosophy have to come from,and be true to, the founder or CEO as a person."if you have a hard-driving, aggressive, person [in charge of abusiness], having play nice with others as part of your principlesis not going to work,“ says Steve Priest, president of Ethical Leadership Group(ELG), a consulting firm. 28 February 2012 Dr.Padma Shankar 11
  12. 12. Keep it SimpleUlrich warns that,"Only focusing on details makes [your philosophy] non-memorable and no one will wade through it;managing by slogan is superficial and does not lead toaccountability or change."It should encapsulate your ideology in a memorable way withoutbeing reductive. “Commitment to add value” 28 February 2012 Dr.Padma Shankar 12
  13. 13. Hire People Who Match the CultureUlrich says."Crafting a philosophy statement, or identity, becomes helpfulwhen the bumper cars no longer bump into each other“.As Ulrich puts it,"Technical fit without cultural fit is a misfit, and the employee willbe competent, but not contributing to business success.“ “shot tempered marketing executive” 28 February 2012 Dr.Padma Shankar 13
  14. 14. School New Hires on Company HistoryNew hires get introduced to the companys history, and to itsecological commitment, "I think one of my roles as a leader here is tokeep the story of who we are--our creation story as well as ourevolution--alive and vivid and active,"Finally, Fixing a Broken Company CultureAs a company grows, its possible for the leadership or theemployees to lose sight of the founding values.This can lead, among other things, to ethical lapses. 28 February 2012 Dr.Padma Shankar 14
  15. 15. Mahatma‟s Philosophy:Truth and NonviolenceMother Teresa:Untiring Service to HumankindPhilosophy of prayer."Lead me from the unreal to the Real“Nature‟s Philosophy is :Change 28 February 2012 Dr.Padma Shankar 15
  16. 16. Great place to work 2012First 4 Ranks are……… Google Boston Consulting company SAS Wegmans Food company 28 February 2012 Dr.Padma Shankar 16
  17. 17. Google philosophy……..At Google, innovation and creativity keepsour projects changing and improving. Ourconsistency comes from our Googlers –smart, amazing people who foster anenvironment of collaboration and fun. 28 February 2012 Dr.Padma Shankar 17
  18. 18. Boston Consulting companyUpon joining,you become a lifelong member of aunique global community 28 February 2012 Dr.Padma Shankar 18
  19. 19. SASWe seek the best talent to build on our success story.In return, SAS employees enjoy a supportive environment,outstanding opportunities for professional growth,and a chance to help SAS drive the new economyand provide innovative solutions for business decision makersacross the globe. 28 February 2012 Dr.Padma Shankar 19
  20. 20. Wegmans philosophy…………….Our values are a way of giving freedom to ourpeople. Once you share a common set ofvalues, you can go and be yourself. This issomething we live.” Danny Wegman,CEO ―We’re committed to our Who We Are values because they set a strong foundation for us as a company – a foundation of caring about people and each other.‖ Colleen Wegman President 28 February 2012 Dr.Padma Shankar 20
  21. 21. FedEx HR Philosophy"In the fiercely competitive air express cargotransportation industry, FedEx attributesmuch of its success to its corporate “peopleservice profit” philosophy. Under thefounder of FedEx, Frederick Smith, “whenpeople are placed first they will provide the 28 February 2012 Dr.Padma Shankar 21
  22. 22. Infosys HR Philosophy:Working with Infosys is not a job.Its a journey,an experience. Theres so muchto explore here –even about yourself – that every day is anew day. 28 February 2012 Dr.Padma Shankar 22
  23. 23. Tata PhilosophyLeadership with trust;Nurturing employees fromwomb to tomb. 28 February 2012 Dr.Padma Shankar 23
  24. 24. Mahindra Rise philosophy to infuse in the DNA of theorganization (Rajeev Dubey) Nurture and nourish the core values of the group Confidence, morale and motivation is to be high for getting innovationFuture 3 pillars or mind set of this organization to beinfused: We accept no limits; We do alternative thinking; We drive positive change 28 February 2012 Dr.Padma Shankar 24
  25. 25. Vineet Nayar on “employees first and customer second” Generations have changed “Building is in Fire” --Trust between us and employees is at the lowest; Future is in the innovation of our employees Value zone Is in the inter phase of customers and employees, value is created by employees Enthuse, encourage, and enabling the employees to create the differentiated valuesThree steps: Ask and look at the mirror, feel uncomfortable; Vision for tomorrow; Small action to create a revolutions.Source: 28 February 2012 Dr.Padma Shankar 25
  26. 26. Symbiosis believe that the „World is One Family‟“ Vasudhaiva Kutumbakam” 28 February 2012 Dr.Padma Shankar 26
  27. 27. Therefore what is HRphilosophy? Fundamental assumptions and beliefs; system of values; an underlying theory; system of thought on which the HR of an organization is based. 28 February 2012 Dr.Padma Shankar 27
  28. 28. References: G Bolman, Terrence E Deal, (2008), Refraining organization, JohnWiley and Sons , USA. Thank you……………………. 28 February 2012 Dr.Padma Shankar 28