Human beings are the most important resource of an organization. These are the people who plan all the activities and then they carry on all the activities. And managing human beings is the toughest duty of the manager as no two persons are alike. Every individual has separate values, aspirations, motivations, assumptions, goals, etc. Today we are discuses about Importance of human resource management in 21st century

1. Welcome to Our Presentation
Topic: Importance of Human Resource Management in 21st Century
Ahsanullah University OF Science And Technology

2. Group Members
MD. Ali Ibn Hossain
ID: 13-02-51-010
MD. Sumon Khan
ID: 13-02-51-021
Khondoker Amin Uzzaman
ID: 15-02-51-002

3. Introduction
Human beings are the most important resource of an organization.
These are the people who plan all the activities and then they carry on
all the activities. And managing human beings is the toughest duty of
the manager as no two persons are alike. Every individual has separate
values, aspirations, motivations, assumptions, goals, etc. Today we are
discuses about Importance of human resource management in 21st
century

4. History of HRM
Ancient China
Britain 20th Century
Evolution of the
Personnel
Management
Early Human
Resources
Management
21st Century Advance
Human Resources
Management
1 2 3 4
History of HRM in a 4 steps

5. According to Dessler, “Human Resource management is defined as
process of acquiring, training, appraising, and compensating employees,
and attending to their labor relations, health, safety and fairness
concerns”.
DEFINITION OF HUMAN RESOURCE MANAGEMENT
Regarding Definition
Human Resource Management (HRM) is the term used to describe formal
systems devised for the management of people within an organization.
The responsibilities of a human resource manager fall into three major
areas: staffing, employee compensation and benefits, and
defining/designing work

6. The Changing Role of Human Resources in 21st century
There are some Role of HRM and its Strategies are shown
Role of HRM
Strong HR leadership
Acute future orientation
Flexibility and creativity
Delivering value
Strategies
Business unit assignment
Centers of excellence
Consulting model
Job rotation
Increasing line managers'
capabilities

7. Khondoker Amin Uzzaman
ID: 15-02-51-002

8. 21st Century HR functions
Human Resource Functions
21st century
Human resource
planning
Job Analysis
design
Recruitment and
Selection
Compensation
and remuneration
Promotion/
Transfer/
Termination
Training and
Development
Orientation and
Induction
Motivation,
welfare, health
and safety
Industrial Relation
Maintenance &
equal
employment

9. Challenges of 21st Century HRM
Attracting & selecting the best candidate
Promoting organization culture
Career development of the employees
Adopting human investment perspective
Making new retention & motivation strategies
Conflict management
Managing virtual workplace and e-commerce
Business ethics and values

10. • Size of the workforce.
• Rising employees' expectations
• Drastic changes in the technology as well as Life-style changes.
• Composition of workforce. New skills required.
• Environmental challenges.
• Lean and mean organizations.
• Impact of new economic policy. Political ideology of the Government.
• Downsizing and rightsizing of the organizations.
• Culture prevailing in the organization etc.
Human Resource Management: Major Influencing Factors in 21st century
In the 21st century HRM will be influenced by following factors, which will work as
various issues affecting its strategy

11. The
Goals
of HRM
Recruiting
and Hiring
Employee
Benefits
Recognition
and Reward
Training and
Development
Legal
Compliance
Goal Setting
Standards
Metrics and
Reports
The Goals of 21st
Century HRM

12. An HR system refers to how different HR practices are used in combinations to
address three primary issue
Work
Environment
Employee
Attitudes and
Behaviors
Employee
Competencies
Recruitment, Selection,
Training, and
Development
Job design, Organizational
Structure, Participation/
Empowerment
Incentives and Rewards
Performance Evolution and
Appraisal Compensation
An HR System

13. MD. Ali Ibn Hossain
ID: 13-02-51-010

14. IMPLEMENTING HR POLICY
The aim will be to implement policies fairly and consistently. Line managers have a
key role in doing this. As pointed out by Purcell et al (2003), there is a need for HR
policies to be designed for and focused on front line managers. The role of HR is to
communicate and interpret the policies, convince line managers that they are
necessary and provide training and support that will equip managers to implement
them.
Develop an integrated compensation plan
The board has approved the plan and monitoring and evaluation
mechanisms are in place.
The plan has been communicated to employees.

15. An Emerging Human Resource Management Practice in 21st century
Human resource management (HRM) and Human capital
management (HCM)
Significance of Human Capital Management
Human Capital Framework
Knowledge Management and Human Capital Management
Human capital and organizational learning capability
Organizational learning capability
Transformational leadership
Employee Engagement and Performance Management
Talent management

16. Recommendations
In the present era most of the organizations are competing globally for their best reputation
Technology has changed each and everything with great extent, the methods of production,
the process of recruitment, the training techniques, new equipment
Keeping in mind by HR manager the issue of Globalization
Human resource manager should develop such a HR system which consistent with other
organization elements
One of the great debate also going on work force diversity, the HR manager responsible to
make such a broad strategies
Organization culture is also another important element which must be consider by the HR
manager

17. Conclusions
The important of HR in 21st century providing sustained competitive advantage
was shown to be achieved through recognizing and incorporating many different
ideas and perspectives into the management of the HR function. Likewise,
properly managed HR was identified as being an integral contributory factor in
improving organizational productivity. It was also discussed that through attentive
and forward-thinking management of HR, the value of HR can be improved,
organizational productivity can be enhanced, and competitive advantage can thus
be attained.