Recent Trend in HRM

1. 1. Contemporary
issue
in
HRM

2. [1] Sexual Harassment
Sexual harrasment means “unwelcome sexual
attention” whether verbal or physical that affects employe-
e’s job condition or create “hostile” working environment.
SH occurs in organisation due to discrimination or
unwanted activities doing by co-workers which affecting
the performance of individual.

3. [1.1] Theories of SH
1. Socio – cultural model
2. Organisational model

4. [1.2] Categories of SH
1. Hostile environment
2. Quid pro quo harassment

5. [1.3] Factors Affecting SH
1. Nature of Relationship
2. Job status of harasser
3. Type of job
4. Working conditions

6. [1.4] Reactions of Victims to SH
1. Organisational justice
2. Personal factors
3. Previous experience
4. Procedural justice

7. [2] Employee Engagement
Employee engagement means employee love their
works to that extent which gives efficient and positive
output to the organisation .
Employee engagement is a measurable degree of an
employees positive or negetive emotional attachment to
their job, colleagues and organisation.

8. [2.1] Why Employee Engagement is
important
1. A source of Competitive Advantage
2. Not a Short- term Investment
3. Support from Top Essential
4. Hire the Best
5. Engagement is all about Fit

9. 6. Leaders can Make or Break Employee Motivation
Level Quite
7. Engagement is nothing but moving Closer to Hearts of
Employees
8. Meaningful Metrics
9. Organisational Performance

10. [2.2] Increasing Employee Engagement
1. Provide variety
2. Conduct periodic meetings with Employee
3. Indulge in Employee deployment
4. Communicate openly and clearly about expectations
from Employees at every level
5. Celebrate individual, team and organisational success
6. Get to know Employees’ interest, goals, stressors etc.

11. [2.3] Issue of Employee Engagement
1. Put Square Pegs in Square Holes
2. Get off on the Right Foot
3. Empower Employees and give them 'Stretch Assign-
ments’
4. Create a personalized Learning Experience
5. Properly manage and Appreciate the performance of
team
6. Oil the Wheels of the Team

12. [3] Employer As a Brand
The term 'Employer as a Brand’ said that “The sum
of company‘s efforts to communicate to existing and
prospective staff what makes it a desirable place to work
and the active management of a company’s image as seen
through the eyes of the associates and potential hires”.

13. [3.1] How to become an Employer
of Choice ?
1. Resolve to train all of your managers before you move
them into supervisory position
2. Commit to investigating 5 to 10% of gross receipts on
training
3. Make up your mind to invest time and effort in crafting
an excellent training programme for new recruits

14. 4. Resolve to smash all the problems that creates fear,
hostility in the organisation by creating carring culture
and mutual support
5. Promoting your good corporate citizenship through out
the community and industry
6. Develop and implement an effective employee suggest-
ion programme to reward employees for their best idea

15. [4] Talent Management
Talent management refers to the skills of attracting
highly skilled employees, integrating new recruits and
developing and retaining current employees to meet
present and future business goals. Talent management
ensure that organizations have the quality and quantity of
people in place to meet business needs.
Talent management strategies help organizations to put
people on challenging jobs and thereby deliver
outstanding results.

16. [4.1] Challenges in Talent
Management
1. Attracting high quality candidates
2. Identifying and developing high performance for key
position
3. Retaining their top performing employee
4. Filling high impact position to support their company’s
growth
5. Keeping employees engaged and focused on goals
6. Optimising compensation to serve business objectives

17. [5] Career Planning and
Management
Companies nowadays are designing career progra-
mmes with a view to increase employees productivity,
prevent job burn out and obsolescence and improve the
quality of the employees’s work lives.

18. [5.1] Career Stages
1. Exploration
2. Establishment
3. Mid Career
4. Late Career
5. Declining

19. [5.2] Career Planning
Career planning is the process by which one select
career goals and the path to these goals. The major focus
of career planning is on assisting the employees achieve a
better match between personal goals and the opportunities
that are realistically available in the organisation.
Career Planning is not an event or end itself but a
continuous process of developing human resources for
achieving optimum results.

20. [5.3] Career Planning Process
1. Identifying Individual Needs and Aspirations
2. Analysing Career Opportunities
3. Aligning Needs and Opportunities
4. Action Plans and Periodic Review

21. Thank
You