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Introduction hrm[1] final


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presentation of Human Resource management

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Introduction hrm[1] final

  2. 2. <ul><li>ShivPrasad Manewad </li></ul><ul><li>Pradeep Deokar </li></ul><ul><li>Rajesh Pillai </li></ul><ul><li>Ram Lote </li></ul><ul><li>Pawan Nichit </li></ul><ul><li>Rajiv Dharamshi </li></ul>
  3. 3. <ul><li>Glass ceiling  refers to situations where the advancement of a qualified person within the hierarchy of an organization is stopped at a lower level because of some form of discrimination, most commonly used sexism & racism, </li></ul><ul><li>Glass ceiling has also come to describe the limited advancement of the deaf, blind disabled & aged. </li></ul>
  4. 5. <ul><li>The glass ceiling is a concept that most frequently refers to barriers faced by women who attempt, or aspire, to attain senior positions (as well as higher salary levels) in corporations, education and nonprofit organizations. </li></ul><ul><li>The glass ceiling is discussed regarding women in business with a focus on advancement to senior positions. </li></ul>
  5. 6. <ul><li>There are no advertisements that </li></ul><ul><li>specifically say “no Women hired </li></ul><ul><li>at this establishment”, nor are </li></ul><ul><li>there any formal orders that say </li></ul><ul><li>“ Women are not qualified” </li></ul><ul><li>But they do lie beneath the surface </li></ul><ul><li>The term was originally used by Carol Hymowitz and Timothy Schellhardt in a March 24,1986 Wall Street Journal article. </li></ul>
  6. 7. <ul><li>The term glass ceiling was used in article by two women at Hewlett-Packard in 1979, Katherine Lawrence and Marianne Schreiber , to describe how while on the surface there seemed to be a clear path of promotion, in actuality women seemed to hit a point which they seemed unable to progress beyond. </li></ul>
  7. 8. <ul><li>United states Senator Hillary Clinton used the term glass ceiling in her speech to endorse Senator Barrack Obama for President: </li></ul><ul><li>&quot;And although we weren't able to shatter that highest, hardest glass ceiling this time, thanks to you, it's got about 18 million cracks in it.” </li></ul>
  8. 9. <ul><li>Different pay for comparable work </li></ul><ul><li>Sexual, ethnic, racial, religious discrimination or harassment in the workplace </li></ul><ul><li>Lack of family-friendly workplace policies </li></ul>
  9. 10. <ul><li>Difference in both the wages and </li></ul><ul><li>earnings between males and females </li></ul><ul><li>who have equivalent job titles, </li></ul><ul><li>training experience, education, </li></ul><ul><li>and professions. </li></ul><ul><li>Women are in management positions, they are more likely to be in personnel than in marketing professions </li></ul><ul><li>Female doctors are much more likely to be heavily constricted in the family practice or pediatric specialties </li></ul><ul><li>Men are more likely to become surgeons and highly specialized medical practitioners, </li></ul>
  10. 11. <ul><li>Men tend to be highly concentrated in the top professions, such as supervisors, managers, executives, and production operators. </li></ul><ul><li>Women tend to be over-represented in the lowest-ranking and lowest paid professions in the workforce, such as secretaries, sales associates, teachers, nurses, and child care providers. </li></ul>
  11. 12. <ul><li>Segregation of women into less-prestigious and lower-ranked jobs also decreases a woman’s chance of being promoted, as well as the chance of having any type of power over others. Moreover, occupational segregation reduces women’s access to insurance, benefits, and pensions. </li></ul>
  12. 13. Contd… <ul><li>In corporate companies women were less likely to be promoted than males. </li></ul><ul><li>Should have stronger performance ratings than males to get promoted. </li></ul><ul><li>Performance ratings were more strongly connected to promotions for women than men. </li></ul>
  13. 14. GENDER STEREOTYPES He She Has a family picture on the desk. A responsible family man! Has a family picture on the desk. She places family before career. Has a cluttered desk. He is a hard worker. Has a cluttered desk. What a disorganized person! Is talking with co-workers. Must be discussing business! Is talking with co-workers. Must be gossiping. Is not at his desk. Must be at a business meeting. Is not at her desk. Must have gone shopping or in the washroom putting on makeup.
  14. 15. He She Is getting married. He will be settled now. Is getting married. Her priorities will change. Is having lunch with the boss. He is on the way up! Is having lunch with the boss. They must be having an affair. Was criticized by his boss. He will improve his performance now. Was criticized by the boss. She must be getting upset. Is becoming a father. He needs a raise. Is having a baby. We should look at a replacement as she will most likely leave.
  15. 16. <ul><li>Supportive and inhibitive forces, which </li></ul><ul><li>has either facilitated or retarded women’s growth </li></ul><ul><li>EXTERNAL ENVIRONMENT </li></ul><ul><li>INTERNAL ENVIRONMENT </li></ul>
  16. 17. <ul><li>The barriers commonly include </li></ul><ul><li>Salary inequality for the same work, </li></ul><ul><li>discrimination in promotions, </li></ul><ul><li>Sexual harassment in the workplace and </li></ul><ul><li>Required to play multiple roles and maintain work-life balance. </li></ul><ul><li>Inadequate recruitment practices. </li></ul><ul><li>Lack of opportunity to contribute to and participate in, corporate development programs. </li></ul><ul><li>Lack of top level ‘ownership’ of CEO principles. </li></ul>
  17. 18. <ul><li>Women today share the workspace with men in almost all functions and areas. </li></ul><ul><li>But women in top management positions are still a rare species. </li></ul><ul><li>Globally, according to the Fortune 500 companies, less than 4% of the women are in the upper most ranks of CEO and less than 3% of the women are top corporate role holders in India. </li></ul><ul><li>The men- women ratio in the Indian software industry stands at 76:24 </li></ul><ul><li>The percentage of women employed in the Ites/Bpo space is far more-around 69 percent. </li></ul>
  18. 19. <ul><li>THE LIVING REALITY </li></ul><ul><li>Women living in purdah/Burkha to women wearing a business suit working in corporate offices taking international business decisions. </li></ul><ul><li>The trend changed </li></ul><ul><li>Apart from being daughters, wives and mothers. </li></ul><ul><li>Change in the traditional thinking </li></ul>
  19. 20. <ul><li>Establish their credibility by working in mixed gender teams. </li></ul><ul><li>Interact with women in senior/leadership positions to derive the best lessons/practices. </li></ul><ul><li>Network with other women. </li></ul><ul><li>Plan their careers by understanding competencies, defining objectives as per their skill, etc. </li></ul>
  20. 21. <ul><li>Female counterparts are soft in </li></ul><ul><li>decision-making. </li></ul><ul><li>More emotional </li></ul><ul><li>Can get swayed when there are </li></ul><ul><li>tough decisions around tasks. </li></ul><ul><li>Not good leadership material. </li></ul>
  21. 22. <ul><li>Diversity management programs should be </li></ul><ul><li>followed in organizations. </li></ul><ul><li>Cross cultural training as well as Executive </li></ul><ul><li>Training Program should be planned. </li></ul><ul><li>Right person should be appointed at right position irrespective of stereotype effect. </li></ul><ul><li>Skill Based Diversity Training should be provided to women so that they can compete within the organization. </li></ul><ul><li>Awareness Based Diversity programs should be provided so that workforce can understand each other and work cordially. </li></ul><ul><li>Managerial support should be provided as per need. </li></ul><ul><li>Recruitment process should be given a thought. </li></ul>
  22. 24. <ul><li>Chanda Kochhar, CEO and MD, ICICI Bank. </li></ul><ul><li>Shikha Sharma, CEO and MD, Axis Bank. </li></ul><ul><li>Kalpana Morparia, country head of JPMorgan. </li></ul><ul><li>Renuka Ramnath, Former chief of ICICI Venture. </li></ul><ul><li>Naina Lal Kidwai, CEO, HSBC </li></ul><ul><li>Meera Sanyal, CEO, ABN Amro Bank (now RBS). </li></ul><ul><li>Manisha Girotra, MD, UBS. </li></ul><ul><li>Kiran Mazumdar-Shaw, MD, Biocon. </li></ul><ul><li>Neelam Dhawan, CEO, Hewlett-Packard. Indra Nooyi, CEO, PepsiCo, </li></ul><ul><li>Rajshree Pathy, MD, Rajshree Sugars. </li></ul><ul><li>Sheila Hooda, MD, Credit Suisse </li></ul>
  23. 25. <ul><li>Women of India deserve opportunities if not reservation’.  </li></ul><ul><li>Reservation of 33% is useless if there is “Glass Ceiling”. </li></ul><ul><li>Women need to focus on taking advantage of all opportunities in a changing environment. </li></ul><ul><li>Multitasking </li></ul><ul><li>Acknowledge the fundamental biological fact of maternity </li></ul><ul><li>Provide flexibility for working parent, both women and men. </li></ul><ul><li>Provide women who already have basic leadership traits with additional management skills and tools that will contribute to enhanced performance. </li></ul><ul><li>Improve the corporate environment by removing barriers that exist for women but not for men. </li></ul><ul><li>&quot;You worry that you may drown. Then when you get there and take that leap of faith, it isn’t so bad after all.” Naina Lal Kidwai, Chief of HSBC India, </li></ul>