Modern Hrm

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Modern Hrm

  1. 1. MODERN HRM:OUTSOURCING
  2. 2. What is Human Resources Management all about? <ul><li>Planning HR Needs </li></ul><ul><li>Compensating and motivating employees </li></ul><ul><li>Appraising employee behavior </li></ul><ul><li>Enhancing potential – training & development </li></ul><ul><li>much more careful selection and recruitment </li></ul><ul><li>high level of training and staff development </li></ul><ul><li>better communications between staff and management </li></ul><ul><li>extensive use of teamwork </li></ul><ul><li>introduction of performance management </li></ul><ul><li>encouragement of employee suggestions and innovation </li></ul>
  3. 3. HRM in Corporate <ul><li>For Profit Environment: </li></ul><ul><li>Dynamic Growth Strategy – balance between current work and potential future work </li></ul><ul><li>Extract Profit Strategy – focus on profit, cost cutting, frequent terminations </li></ul><ul><li>Liquidation Strategy – selling off assets, cutting further losses, workers a commodity </li></ul><ul><li>Turnaround Strategy – short term strategy for long term survival </li></ul>
  4. 4. HRM in Corporate <ul><li>Designing a Training & Development Program: </li></ul><ul><li>Balance between individual needs, departmental needs, and community needs </li></ul><ul><li>Long term vision vs. short term reality </li></ul><ul><li>Developing a Learning Culture </li></ul><ul><li>Job specific vs. culturally specific program (language training) </li></ul><ul><li>Requires Assessment of skills, knowledge and attitude of individuals and community to ensure efficient use of funds </li></ul>
  5. 5. HRM in Corporate <ul><li>Skills Assessment & Needs Analysis: </li></ul><ul><li>Conduct a needs analysis of organization and compare skills across group. </li></ul><ul><li>Conduct individual skills assessment part of personal career planning as hire, pay increases, promotions </li></ul>
  6. 6. There is only one constant in the universe. What is that? That is………… “ Change”
  7. 7. TRADITIONAL ≤ MODERN <ul><li>TRADITIONAL </li></ul><ul><li>• selection and recruitment </li></ul><ul><li>• training and development </li></ul><ul><li>• pay and conditions </li></ul><ul><li>• industrial relations </li></ul><ul><li>• employee welfare </li></ul><ul><li>• occupational health and safety. </li></ul><ul><li>MODERN </li></ul><ul><li>• strict and rigorous selection and recruitment . </li></ul><ul><li>• high level of training, especially induction training and on the job training. </li></ul><ul><li>• multi skilling. </li></ul><ul><li>• better management-worker communications. </li></ul><ul><li>• encouragement of employee suggestions and innovation. </li></ul><ul><li>• single status symbols such as common canteens and corporate uniforms. </li></ul>
  8. 8. Trends in Human Resource Management <ul><li>Work Force Diversity </li></ul><ul><li>Women Participation </li></ul><ul><li>(Example: In U.S. 45.5% in 1979, 47.7% in 2005) </li></ul><ul><li>Racial Composition </li></ul><ul><li>( Example: Inclusion of different race and communal group) </li></ul><ul><li>Portion of Ageing work force </li></ul><ul><li>( Example: retirement age, average life expectancy etc.) </li></ul><ul><li>Technological Change </li></ul><ul><li>( Example: Stenograph, Teletype, Fax, Email, Tele-seminar etc.) </li></ul><ul><li>Attraction to White Collar and professional jobs </li></ul>
  9. 9. Trends in Human Resource Management <ul><li>Changing Economy </li></ul><ul><li>Production globalization </li></ul><ul><li>(Example: same product from different countries, production of different accessories-parts in different countries) </li></ul><ul><li>International competition of market </li></ul><ul><li>( Example: automobile, electronics, knowledge industries etc.) </li></ul><ul><li>Manufacturing plant in different countries </li></ul><ul><li>( Example: Sony in Malaysia, ) </li></ul><ul><li>Job sifting from one place to another </li></ul><ul><li>( Example: Tendency to use cheaper workforce, e. g. garments) </li></ul><ul><li>High performance work system </li></ul>
  10. 10. Outsourcing <ul><li>What is Outsourcing? </li></ul><ul><li>Outsourcing is a strategic decision to give a task or activity to an independent contractor who determines how best to do the task or activity. </li></ul><ul><li>The firm and the independent contractor become partners and may establish a long-term relationship. </li></ul><ul><li>Examples of outsourced activities: IT, HR, Legal services, Manufacturing, R & D. </li></ul><ul><li>Note: Outsourcing to India is now more about high quality rather than cost. (Forbes) </li></ul>
  11. 11. Outsourcing <ul><li>Outsourcing Advantages: </li></ul><ul><li>Better quality people and knowledge. </li></ul><ul><li>Reduction in administrative costs. </li></ul><ul><li>Outsourcing certain activities and employees that do not fit with company culture may be used to preserve a strong culture or employee morale. </li></ul>
  12. 12. Outsourcing <ul><li>Outsourcing Disadvantages: </li></ul><ul><li>Outsourcing may lead to loss of control of certain activities which may be a problem on time sensitive projects. </li></ul><ul><li>Outsourcing an activity may result in loss of the opportunity to gain knowledge and information. </li></ul>
  13. 13. Why Has Outsourcing Become So Popular <ul><li>1. Globalization and labor arbitrage: </li></ul><ul><li>The wage differential is now so great that firms may be willing to accept the risks associated with vendor opportunism </li></ul><ul><li>Within developing economies, investment in human capital and in production capacity has expanded dramatically </li></ul><ul><li>The wage differential between developed and developing economies is substantial </li></ul><ul><li>2. Technology. </li></ul><ul><li>3. Core competency. </li></ul>
  14. 14. MODERN DAYS OF HRM Employee satisfaction, motivation and recognition. Quality Reward systems Communication High cost-effectiveness Flexibility/adaptability Appraisal, training and development High problem solving, change and innovation Commitment Recruitment, selection and socialization High job performance Strategic integration Organisation and job design. Management of change Organizational outcomes Human resource management outcomes Human resource management policies
  15. 22. <ul><li>Awards for HR Practices: </li></ul><ul><li>Asia Pacific HR Conclave Award for the company with “Most Innovative HR practices”. </li></ul><ul><li>National award for “Best HRD Practices” from Indian Society for Training and Development. </li></ul><ul><li>“ National Award for Outstanding Work in Human Resource Management” from National HRD Network. </li></ul><ul><li>“ Award for Outstanding Human Resources Development” from Confederation of Engineering Industry. </li></ul><ul><li>“ I ntegration of Information Technology with HR” in ECC Division has been recognized by the National HRD Network. </li></ul>
  16. 23. Story Behind the Success <ul><li>HR  Policy The basic principles of ECC's Human Resources policies include </li></ul><ul><li>Recruitment based solely on merit by following well-defined and systematic selection procedures without discrimination. </li></ul><ul><li>Sustain motivated and quality work force through appropriate and fair performance evaluation, reward and recognition systems.  </li></ul><ul><li>Identify training needs within the Organisation and design and implement those need based training programmes resulting in continuous upgradation of knowledge, skills and attitudes of the employees. </li></ul><ul><li>Maintain a quality Human Resource Management System to meet the international standards as per ISO 9001. Plan, design, train, equip and motivate the department staff to meet this standard of expectation.   Work culture emphasizes: · Freedom to experiment · Continuous learning and training  · Transparency · Quality in all aspects of work · Rewards based on performance and potential “ If you feel like a seagull in the sky, If you feel you belong to the top and want to higher, you are ready for the ECC Challenge - India's largest construction organization.  Join our team and realize your dreams with us.” </li></ul>
  17. 24. Latest Techniques In The Field of Human Resource: <ul><li>Employees for Lease </li></ul><ul><li>Moonlighting by Employees </li></ul><ul><li>Dual Career Groups </li></ul><ul><li>Flexi-time & Flexi-work </li></ul><ul><li>Non-smoking policy </li></ul><ul><li>Management Participation in Employees' Organizations </li></ul><ul><li>Collective Bargaining </li></ul><ul><li>Collaborative management. </li></ul>
  18. 25. Future Of HRM <ul><li>Retention : One survey estimated that it can cost as much as 1.5 times the employees annual salary to recruit and train a replacement. </li></ul><ul><li>Project based work: Hire people on project based work gives optimal utilization. </li></ul><ul><li>Work from home: Offers employees to work within a flexible environment. </li></ul><ul><ul><ul><ul><ul><li>So on…… </li></ul></ul></ul></ul></ul>
  19. 26. HR PLANNING! By GROUP-4 Debojit Roy – H66 Neeraj Sharma – H30 Sritanu Das Mahapatra – H57 Abhisek Sahu – H3 Krishnakant Pandey – H25 Biswajit Ghosh – H12

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