Challenges of hrm

2. SUBJECT - HRM
DEPARTMENT OF MBA
PRESENTED BY
SUDIPTA KUMAR PATRA
ROLL NO 16
SUBMITTED TO
MR ZAHIR HUSSAIN
CHALLENGES OF HRM
MPC AUTONOMOUS COLLEGE BARIPADA

3.  INTRODUCTION
 CHALLENGES
 CONCLUSION
CONTENTS

4. HRM
HRM is the process of optimum utilization of
available resources such as man ,material
,machine ,money to achieve organizational goals
or objectives.
HRM is the process of acquiring ,training
,apprising ,compensating employees and
attending to their labour relation ,health ,safety
and fairness concern .

5. CHALLENGES OF HRM
Challenges of HRM are important function of any
organization.
It is the practice of managing people to achieve
better performance.
These challenges are not related to the single
dimension rather than they are directed towards multi
dimensional issues that should be tackle with
immediate care.

6. CHALLENGES
1.Down sizing plan
2.Voluntary retirement
scheme(VRS)
3.Work force diversity
4.Technological changes
5.Work life balance
6.Managing change
7.Work culture
8.Ethics and values
9.Managing low attrition rate
10.Stress and conflict
11.Restructuring organization

7. 1.DOWN SIZING PLAN
It means reducing the no. of
employees in an organization.
when there surplus staff then
trimming will be essential.

8. 2.VOLUNTARY RETIREMENT
SCHEME(VRS)
It is known as golden handshake.
under the VRS the employee who had
reached a particular age and
completed some particular year of
service seeks for VRS.

9. 3.WORK FORCE DIVERSITY
It means the employees in an
organization are different from each other
with respect to age, gender , qualification ,
values, and cultural variation.
Diversity issues in Indian company are
coming from social background, cultural
background , religion and regional origins.

10. 4.TECHNOLOGICAL
CHANGES
Technological changes is a major problem
for HRM. Recent innovation in the form of
Total quality management(TQM),
engineering and flexible manufacturing
system.

11. 5.WORK LIFE BALANCE
WLB refers to an individual ability to balance
the commitment and responsibilities and
goals relating to their paid work, with
personal commitment , responsibilities and
desires.

12. 6.MANAGING CHANGE
As the organization are going global this is
one problem faced by many organizations of
managing change in the organization and how
to make people acquainted with the change.
This can be change in the company policy
and procedures, their mission , goals and
objectives etc.

13. 7.WORK CULTURE
Due to acquisition and mergers taking
place it becomes important for HR manager
to develop the work culture.
Culture is a complicated phenomena.
Different countries have different culture.

14. 8.ETHICS AND VALUES
In the times when we are getting more
professional and narcissist, it is very important
to have Ethics and Values to be in place which
also in the long run decides the sustainability of
the organization.

15. 9.MANAGING LOW ATTRITION
RATE
More competition also adds to high attrition.
now here is the opportunity for the HR manager
to play safe and introduce good retention
strategies.
Need to make sure that the turn over of the
employees are at minimum.

16. 10.STRESS AND CONFLICT
Long working hours, target pressures ,high
competition etc. adds stress and conflicts in the
organization.
It is the duty of an HR manager to have
proper responses to the stress and conflict
before it causes damage to someone’s
personality.

17. 11.RESTRUCTURING
ORGANISATON
As the trend is changing so the organization
structure.
The organization are getting more flatter and
simple.
Over past year , there is a huge change in
political, economical, social and technological
environment of business.

18. 12.GLOBALISATION
Companies are going global due to which the
workforce diversity is increasing.
Managing these people with different religious
,culture, moral background is a challenging task
for the HR manager in 21st Century.

19. Effectiveness can be increased by
systematically melding human
resource practices with selected
competitive strategy.
The success or failure of a firm is
entirely based on proper human
resource management.
CONCLUSION