Emerging Trends in Human Resource Management

1. Jagran Lakecity
University
SUBMITTED TO:- SUBMITTED BY:-
DEEPAL MEHROTRA AAKASH TIWARI
(2014BCHO033)

2. EMERGING TRENDS IN
HUMAN RESOURCE
MANAGEMENT

4. INTRODUCTION
 The real wealth of the nation lies in its people.
 In the world of human resource CHANGE is constant.
 The HR management can negotiate the competencies as per
the emerging trends.
 All decisions that affect the workforce of the organization
concern the HRM function.
 The activities involved in HRM function are pervasive
throughout the organization.

5. IMPORTANCE
 HRM policy enmeshes itself fully with those of organizational
goals.
 The practice of HRM needs to be integrated with the overall
strategy.
 It ensures effective use of people and provides better returns
to the organization.

6. CHANGING SCENARIO
YESTER YEARS:
• The communication link
between the employee and
management.
• Planning employees career,
putting business continuity plan,
building cultures, systems.
AT PRESENT:
• No more facilitating appraisals &
drawing up increment sheets.
• Respected by the employees for
driving culture, learning and
development.
• By management to reach their
objective through committed
employees.
HR DEPARTMENT

7. FUTURE SCENARIO
 HRM outsourcing: A pressure for the standardization
of the HRM practices.
 The talents are the best and the only competitive advantage
in the area of Human Capital and the processes & procedures
are done by the organization.
 As Globalization advances the organizations need to adapt
changes in Technology & changing issues in the management
of people.

8. CURRENT ISSUES EFFECTING ORGANIZATIONAL HR
IN FUTURE:
1. The corporations of tomorrow
2. Information age
3. Diversity
4. Social Responsibility

9. CORPORATIONS OF TOMORROW:
Future is a two fold effect:
 Generation of employment
 Industrial restructuring
• A majority of people will be connected to the IT
infrastructure.
•A learning culture will be festered by the technologies that
serve, entertain and help people to do the work.

10. INFORMATION AGE:
• Information has heralded a new way of doing business.
• IT has the power
to change the well-trenched business paradigms.
to link and connect people and enable the exchange of
products, services and capital.

11. SOCIAL RESPONSIBILITY
1. Acquisition of technology
2. Adaptation of technology
3. Utilization of technology
4. Improvement and development of technology

12. IMPACT ON ORGANIZATIONS AND HRM:
Political:
• Increasing dispersal of national power & narrowing of gaps between
developed & developing nations.
Economic:
• Increasing gap between poor and rich individuals & increase in state
capitalism
Social:
• Population growth, urbanization & increasing power of women.
Technological:
• Digitization of work life and lifestyles

13. EMERGING ISSUES IN HRM
1. Open communication with employees
2. Internal assessment : To communicate problems and issues
with management team.
3. External assessment : Personal relationship with other
organizational members and employees.
4. Projections : Economic development, demographic & tends
of biological & physical resources are also helpful to
managers.
5. Improved training & development programs
6. Motivating through compensation & benefit practices.

14. CONCLUSION
New trends in the world of HR are emerging
every now and then and it is extremely
important for anybody remotely associated
with the world of business to know about
such contemporary emerging issues.