Innovative Trends In HRM


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PPT i made for presenting in NMIMS MBA 1st year...Innovative trends in HRM

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  • Innovative Trends In HRM

    1. 1. Recent/Innovative Trends in HRM Ravishankar Duvvuri, MBA – HR, 2007-09
    2. 2. Strategic HRM- BEIJING OLYMPICS !! (An innovative look, positive trend in china) Ageing Issue (HR Strategies developed ) Arbejdsglæde (Happiness at Work ) MOONLIGHTING (Outsourcing, rising unemployment) No Email Days, Virtual Water Coolers (Managing virtual workforce and global teams) Agenda THE HOTHOUSE EFFECT (Managing Creativity )
    3. 3. Moonlighting <ul><li>Dual or multiple job holding </li></ul><ul><li>Scenario: </li></ul><ul><ul><li>US , % of the workforce </li></ul></ul><ul><ul><ul><li>6% in 2002 ,9 % in 2007 </li></ul></ul></ul><ul><ul><ul><li>Mortgage payments - reason peculiar to US </li></ul></ul></ul><ul><ul><li>European commission </li></ul></ul><ul><ul><ul><li>most moonlighting is undeclared work </li></ul></ul></ul><ul><ul><ul><li>working on framework to deal with problem </li></ul></ul></ul>
    4. 4. <ul><li>Outsourcing </li></ul><ul><ul><li>exacerbates already high unemployment levels </li></ul></ul><ul><ul><li>Govt.’s in Europe (esp.) “time sharing policies” </li></ul></ul><ul><li>Time-sharing policies are aimed at stimulating employment through a reorganization of working time. </li></ul><ul><li>Time-sharing policy gives the employer the incentive to opt for more </li></ul><ul><li>workers with fewer hours per capita. </li></ul><ul><li>Reducing legal working week may lead to a situation of underemployment </li></ul>COUNTRY STATUTORY WORK HOURS US 40 Canada 40-48 Australia 40 Germany 48 France 39 Sweden 40
    5. 5. <ul><li>Implications for HR professionals – How to handle moonlighting ? </li></ul><ul><li>For this we need to understand pros and cons for Organization </li></ul>A Policy : Instead of banning moonlighting, create a fair and comprehensive written policy to address confidentiality concerns and the use of company resources. This way, you can reap all the benefits of moonlighting with none of its disadvantages. PROS CONS It may reduce turnover in areas where responsibilities are tedious /monotonous Risk of losing proprietary & confidential info to competitors Balance your organization, providing more flair in lackluster areas Working two positions may lead to exhaustion and burnout. If we can’t afford to pay our staff more, allowing them to moonlight may help retain them Workers may commit minor infractions or serious offenses, such as starting their second occupations on company time before completing their first ones
    6. 6. “ No Email Days” <ul><li>Growing incidence of virtual teams – Challenges for an HR professional </li></ul><ul><li>Team feeling and Team spirit </li></ul><ul><li>Non personal approach to working </li></ul><ul><li>Dealing with introverts </li></ul><ul><li>Finding substitutes to tools like “Mgmt. by walking & talking” </li></ul>
    7. 7. US Cellular <ul><li>Symptoms of cyber indigestion </li></ul><ul><li>Hurting Productivity </li></ul><ul><li>“ NO e-mail Fridays” </li></ul><ul><li>Reaction to change </li></ul><ul><li>Amazing Discoveries !! </li></ul><ul><li>Next corporate vice ! </li></ul>FOOD FOR THOUGHT PBD Worldwide Fulfillment Services: PBD on NBC
    8. 8. Virtual Water Coolers <ul><li>Building Trust & Cohesion </li></ul><ul><li>Social side </li></ul><ul><li>“ Dilbert Effect” </li></ul><ul><li>Enter Instant Messaging </li></ul><ul><li>Company sanctioned IM s/w </li></ul><ul><li>Dilemma </li></ul>HR strategies for Managing a Virtual Workforce 1. Face to Face meetings 2. Performance Feedback 3.Clear agenda for virtual meetings 4.Focus on similarities to build cohesion 5.Encourage social interaction
    9. 9. Arbejdsglæde <ul><li>Chief Happiness Officer </li></ul><ul><li>Six actions that make us happy at work </li></ul><ul><ul><li>Being positive </li></ul></ul><ul><ul><li>Learning </li></ul></ul><ul><ul><li>Being open </li></ul></ul><ul><ul><li>Participation </li></ul></ul><ul><ul><li>Finding meaning </li></ul></ul><ul><ul><li>Love </li></ul></ul>
    10. 10. Southwest Airlines <ul><li>Swap Jobs </li></ul><ul><ul><li>Employees regularly swap Jobs </li></ul></ul><ul><ul><ul><li>Baggage handlers may get to follow a pilot for a day </li></ul></ul></ul><ul><ul><ul><li>Pilots as Counter staff, Executives as Ground staff etc </li></ul></ul></ul><ul><ul><li>Fosters mutual respect, engages people </li></ul></ul><ul><ul><li>Learning culture imbibed, Reduces Conflicts etc </li></ul></ul><ul><li>The Love Airline </li></ul><ul><ul><li>“ Hire for attitude, train for skill” </li></ul></ul><ul><li>Which comes first for SW airlines? Employees, Customers or Shareholders? </li></ul>
    11. 11. HRM and Ageing Issue <ul><li>Major Issues: </li></ul><ul><li>Insufficient supply of skilled workers to replace the retiring baby-boomers </li></ul><ul><li>A depletion of leadership and management positions over the coming 15 years </li></ul><ul><li>Mounting pension cost leading to unsustainable dependency ratios </li></ul><ul><li>Increasing healthcare and support cost </li></ul><ul><li>Issues different in different countries </li></ul>Generation Birth Years Veterans <ul><li>1945 </li></ul>Baby Boomers 1946-1964 Gen X 1965-1980 Gen Y 1981-2000 Gen Z 2001
    12. 13. Strategic HRM- Beijing Olympics <ul><li>Research : HRM alignment with stated goals and strategies ….. areas of concern </li></ul><ul><ul><ul><li>Contracts between laborers & employers </li></ul></ul></ul><ul><ul><ul><li>Olympic Pay Rates </li></ul></ul></ul><ul><ul><ul><li>Punishing contractors </li></ul></ul></ul><ul><li>Goals </li></ul><ul><ul><ul><li>People’s Olympics </li></ul></ul></ul><ul><ul><ul><li>Image enhancement </li></ul></ul></ul><ul><li>Facts: </li></ul><ul><ul><ul><li>Migrant workers at venues in Beijing :30000 </li></ul></ul></ul><ul><ul><ul><li>Pay rate : 50-80 Yuan per day </li></ul></ul></ul><ul><ul><ul><li>Safeguards </li></ul></ul></ul><ul><ul><ul><li>Welfare </li></ul></ul></ul><ul><li>Objective a success. Positive trend bodes well for the future </li></ul><ul><li>New Goal to be set : Realigning HRM with organizational goal of Sustainability </li></ul>
    13. 14. The Hothouse Effect <ul><li>HRM’s role in “Managing Creativity” </li></ul><ul><li>5 criteria that define a hothouse </li></ul><ul><ul><li>Sustain high level of innovative creativity for a significant period of time </li></ul></ul><ul><ul><li>Draw on the knowledge and innovations of the broader cultural zone to which they belong </li></ul></ul><ul><ul><li>Spawn geniuses whose achievements climax the work of other practitioners at all levels </li></ul></ul><ul><ul><li>Establish a new way of doing things </li></ul></ul><ul><ul><li>Achieve recognition and establish a lasting legacy </li></ul></ul>
    14. 15. CHAI-T <ul><li>Dimensions: </li></ul><ul><li>1) Values/Mission </li></ul><ul><li>2)Ideas/exchange </li></ul><ul><li>3) Perception/learning </li></ul><ul><li>4) Social/Play </li></ul>
    15. 16. Insights <ul><li>Patronage </li></ul><ul><li>Return On Investment </li></ul><ul><li>Schools </li></ul><ul><li>Internet Culture </li></ul><ul><li>Virtual Organizations </li></ul>
    16. 17. References <ul><li> </li></ul><ul><li>The Hothouse Effect by Barton Kunstler </li></ul><ul><li>“ Happy Hour is 9 to5” by Alexander Kjerulf </li></ul><ul><li> </li></ul><ul><li> </li></ul><ul><li>Wikipedia </li></ul><ul><li> </li></ul><ul><li>Labour management consensus in Quebec report: pdf </li></ul><ul><li> </li></ul><ul><li> </li></ul>