Future of work
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This document discusses the changing nature of jobs and skills required for the future. It notes that routine jobs are at risk of being replaced by technology, while non-routine and soft skills will be increasingly important. Soft skills like collaboration, adaptability, customer focus and lifelong learning will be key for professionals to thrive amidst automation and globalization. Human resource management can help by fostering employee engagement, motivation, development and diversity. While routine HR functions can be automated, non-routine strategic functions like change management will be important for the future of work.
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Itc
ITC Limited is one of India's largest private sector companies with a market capitalization over $33 billion and annual turnover of $7 billion. It operates in multiple business segments, including FMCG, hotels, paper, packaging, agri-business and IT. ITC has a long history since being incorporated in 1910 and has grown into a diversified conglomerate. It is recognized for its sustainability practices and corporate social responsibility programs.
ITC E-choupal
The document summarizes ITC's e-Choupal initiative, which launched in 2000 to improve the lives of rural Indian farmers. The e-Choupal program creates virtual marketplace hubs in villages, allowing farmers to access local and global information on weather, prices, and best practices. Farmers can sell directly to ITC, reducing costs and increasing prices. E-Choupal also provides farm inputs and purchases produce directly from farmers. The program has been successful, winning several international awards, and now serves millions of farmers across India.
Business Ethics and Sustainable Development
Business ethics are pivotal to an organization's success. Unethical practices can lead to loss of profits, reputation damage, legal issues, and corporate collapse. The document analyzes several prominent business ethics cases, including the 1984 Bhopal gas tragedy caused by Union Carbide's negligence. It also discusses the importance of sustainable development for economic, social and environmental progress within Earth's resource limits. The ITC e-Choupal case study is presented as an example of a rural transformation initiative in India that empowered small farmers through internet technology.
Yippee
1. ITC launched Sunfeast Yippee instant noodles in 2010 under its FMCG division to enter the instant noodles market.
2. Yippee has grown to have a market share of 33-34% through offerings like Classic Masala, Magic Masala, and Chinese Masala in various package sizes.
3. The document discusses Yippee's product portfolio, marketing strategies around branding, packaging, and market penetration compared to competitors like Maggi. Recommendations are provided around expanding variants, international markets and untapped rural regions.
itc plc
ITC was incorporated in 1910 as Imperial Tobacco Company of India and later changed its name to ITC Ltd. It has diversified over the decades into various businesses including hotels, apparel, paper, FMCG and others. Some key milestones include starting its hotel business in 1975, paperboard business in 1979, and expanding into FMCG categories like lifestyle retailing, food, personal care between 2003-2005. ITC offers a wide range of products categorized as convenience goods, specialty goods, raw materials, and business services across cigarettes, food, lifestyle, education, matches, packaging and more.
Itc shampoo
1) ITC has over 5,000 distributors in India that distribute its PCP (personal care products) like shampoos. In major cities like Mumbai, the city is divided into regions with 6-8 distributors each.
2) The distribution channel process involves ITC producing and shipping products to distributors who sell to retailers for a fixed margin. Retailers then sell to consumers, keeping some margin. Damaged goods move back up the chain for replacement, not reimbursement.
3) ITC's distribution strategies include maintaining exclusivity with distributors, using a single sales team and IT system for efficient monitoring, and tailoring products and margins to urban vs. rural areas.
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1. The document discusses Human Resource Information Systems (HRIS) and their purposes and functions within organizations.
2. An HRIS is a systematic way to store employee data and information to aid in planning, decision making, and reporting. It combines HR processes with information technology.
3. The document provides examples of HRIS software systems and their key functions like payroll management, performance evaluation, recruitment, and leave and attendance tracking.
Managing human resources a strategic prospective
The document discusses the evolving role of human resource management (HRM) from an administrative function to a strategic business partner. As organizations increasingly compete through talent, knowledge, and intellectual capital, HRM must help attract, develop, and retain top human capital. This requires HRM to shift from transactional tasks to strategic planning, aligning HR strategies with business goals, and demonstrating value through metrics like productivity, costs, retention, and organizational capabilities. The barriers to strategic HRM include a short-term focus and difficulties quantifying human capital outcomes, but making this transition is critical for organizations to excel in the future.
Lesson 3.pptx HUMAN RESOURCE MANAGEMENT
This document provides an overview of human resource management (HRM). It defines HRM and discusses its key functions such as acquisition, development, compensation, and industrial relations. It also covers the nature, scope, objectives, and importance of HRM. The document compares personnel management to HRM and discusses qualities of HR managers. It examines factors affecting HRM like the economic, legal, technological, and socio-cultural environment. Emerging HRM issues and the role of HR professionals in a changing environment are also addressed. Finally, the document discusses human resource planning including its process, objectives, and importance.
HCM+SESSION+1.pptx
Here are four discussion questions about the HR structure and challenges at Rallis India:
1. How does having HR business partners (HRBPs) aligned to different business functions help Rallis India meet its HR objectives? What are the advantages of this structure?
2. What are some of the key HR challenges Mr. Madan Tripathy mentions Rallis India is facing? How can the HR team help address these challenges?
3. Given Rallis India's large scale of operations across multiple locations and business functions, what additional considerations might they have in structuring their HR department?
4. What strategies or initiatives could the HR team at Rallis India implement to help energize and motivate employees
Unit - I Introduction to HRM, Job Analysis & Man Power Planning.pptx
Today companies are competing in a challenging environment with Globalization, Increased competition, Technological innovation, Slower economic growth. HR managers require competencies to face these new challenges: HR managers –Internal consultants, identifying & institutionalizing changes
Shift from transactional services to providing support in decision making. Measuring HR activities in financial terms, Use of technology to support HR are demanded.
Competency management in organizations
This document summarizes a presentation on competency management in organizations. The presentation covers:
1) Understanding what competencies are and why they are important for organizations. Competencies reflect skills, knowledge and attributes needed for successful job performance.
2) Developing a competency model that identifies the key competencies needed at different levels and links them to human resource systems like performance management.
3) Examples from GSK of how they developed competency models and integrated them into HR practices like leadership development and recruitment.
Competency Mapping: A Strategic Hr Tool towards Effective Skill Mapping In Gl...
This document discusses competency mapping as a strategic HR tool. It defines competency mapping as identifying the key competencies required for jobs and roles within an organization. This allows organizations to incorporate competencies into processes like recruitment, training, and performance evaluation. Competency mapping is important for determining training needs and improving employee performance. It helps employees understand their strengths and areas for development. The document also examines the importance of competency mapping in industries and its role in developing a skilled workforce to achieve organizational goals.
Ch 01
The document provides an overview of the key challenges in human resources management. It discusses [1] competing globally and embracing new technologies, [2] managing change within organizations, and [3] containing costs while developing talent. It also outlines the impact of globalization, technology, quality initiatives and demographics on HR strategies. Finally, the document describes the roles and competencies needed for today's HR managers to address these challenges and help organizations gain a competitive advantage through their human capital.
Modern Hrm
The document discusses modern human resource management practices including outsourcing. It notes that modern HRM focuses on careful selection, high levels of training, better communication between staff and management, and encouraging employee innovation. When it comes to outsourcing, the document outlines the advantages like reducing costs and gaining expertise, and disadvantages like loss of control. It also discusses trends in the workforce around diversity, technology changes, and a globalized economy.
A Study On Talent Management Strategies In IT Industry
This document discusses talent management strategies in the IT industry. It begins with defining talent management and outlining the benefits, which include retaining top talent and developing employees. It then describes the key steps in the talent management process, including workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and skills gap analysis. The objectives of the study are to understand the concept of talent management and strategies used in the IT sector in India. Secondary data is collected from journals, websites and books. Several studies on talent management strategies in the IT industry are reviewed.
Talent Management
This document is a student assignment on the topic of talent management. It includes an introduction to talent management, the need for talent management, challenges in talent management, the role of HR, and examples of talent management practices at Accenture and Infosys. The conclusion discusses future trends in integrated talent management.
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This document discusses employability skills required by graduates in the 21st century workplace based on a literature review. It finds that occupation-specific skills are no longer sufficient, and employers now expect graduates to also have employability skills like communication, problem-solving, decision-making, and teamwork. These employability skills have become very important issues in labor markets globally. Frameworks from Australia, the UK, and other countries identify key employability skill groups and personal attributes needed for workplace success, such as self-awareness, adaptability, and the ability to learn continuously.
It’s high time to come to terms with hcm – the superset of hrm!
This document summarizes a research study on measuring human capital management (HCM) in the IT industry in India. The study uses a measurement tool developed by Laurie Bassi and Daniel McMurrer that evaluates HCM across five parameters: leadership practices, employee engagement, knowledge accessibility, workforce optimization, and organizational learning capacity. Each parameter contains four related factors. The study collected data from IT industry employees using a questionnaire to measure responses to statements related to the 20 factors. The objectives were to understand respondent demographics, determine if their organizations measure HCM, measure overall HCM value, and analyze correlations between HCM parameters. The study aims to help organizations better optimize HCM and performance through quantitative measurement.
SOMESH KUMAR_IIM Lko
The document provides a summary of Somesh Kumar's experience and qualifications. He has over 18 years of experience in HR, IR, CSR and administration roles across multiple industries and countries. Some of his key responsibilities have included managing HR operations, talent acquisition, employee development, industrial relations, and CSR activities. He possesses strong leadership, communication, and people management skills.
Hrp recruitmnet
This document discusses key aspects of human resource management including definitions, functions, nature, scope, concepts, differences between personnel management and HRM, objectives, importance, qualities of an HR manager, environmental factors, emerging issues, and human resource planning. Some of the main points covered are:
- HRM can be defined as employing, developing, utilizing, maintaining, and compensating human resources according to organizational needs.
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- HRM treats employees as an asset rather than a cost and focuses on developing their full potential through training and development.
Human Resources in the 21th century
The key of the transformation process is HR, we have to pay more attention in this department because can be crucial in the digital transformation of our companies.
Andrea.dale.resume 0
Andrea Dale is a human resources professional with over 15 years of experience in talent acquisition, recruitment, and human resources management. She has a Bachelor's degree in Business with a concentration in Human Resources Management and a Master's in Business Administration. Her experience includes roles in full-cycle recruiting, sourcing candidates, interviewing, onboarding, and providing HR support at various organizations across Michigan and Colorado.
Pritika metro summer internship report a study on job satisfaction at metro w...
A Study on Job Satisfaction at Metro Wholesale DC53 in Lucknow City
OBJECTIVES OF THE STUDY
1. Assessing the level of job satisfaction at METRO WHOLESALE.
2. To bring out the opinion and suggestion of employees benefits at METRO WHOLESALE.
3. To identify the satisfaction factors of employees.
4. To identify the perception of employees and the factors causing dissatisfaction.
5. To be informed about the concern of job satisfaction of an organization in Lucknow.
6. To study the impact of job satisfaction on organizational performance and goal achievement.
HR Competencies for 2030: A Future Standard
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More from Gaurav Wadhwa
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This document summarizes a study on the factors affecting the expectations of Generation Y (those born between 1980-1995) in the workplace in Delhi, India. The study found that Gen Y expects work-related clarity, rewards and benefits, work-life balance, and opportunities for self-development from their employers. Through surveys of 70 students, the study identified five key dimensions that influence Gen Y expectations: student expectations, work clarity, rewards and benefits, work-life balance, and employee development. The study concludes that organizations must understand Gen Y's characteristics, perceptions, and career desires to attract, engage, and retain them as their needs differ from previous generations.
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Social Media and Human Resource Management
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Corporate Social Responsibility
This document discusses corporate social responsibility (CSR). It defines CSR as open and transparent business practices that consider employees, communities, and the environment, aiming to deliver sustainable value. The document notes that CSR has become an important marketing strategy and that consumers feel positively about socially responsible companies. It also discusses benefits of CSR like risk management, reputation, and innovation. The document outlines a study that surveyed consumers and employees to assess awareness and perceptions of CSR. It found that while people see CSR as important, consumers have limited knowledge of the concept but want companies to disclose their CSR activities.
Social Networking: Use & Impact
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Process of Communication
Communication is defined by several experts as the transfer of information from a sender to a receiver where the message is understood. It involves the systematic and continuous process of telling, listening, and understanding. The key components of the communication process are the sender, message, encoding, channel, decoding, receiver, feedback, and noise. Some best practices for effective communication include clarifying ideas before communicating, communicating according to the receiver's needs, consulting others, being aware of language and tone, conveying helpful information, ensuring proper feedback, and being a good listener.
Production and Operations Management
The document describes two new products: 1) Smarter pots which use nano-technological soil that supplies optimal nutrients and oxygen to plants, sensors to control water and nutrient release, and a grow light for faster germination and growth. The water tank only needs filling every 3-6 weeks. 2) A NIKEiD service allowing customers to customize Nike shoes and products with various color, material, and fit options to represent their personal style.
Production and Operations Management
The document summarizes the transformation process for manufacturing cars. It involves taking various raw materials like steel, aluminum, plastic and rubber and transforming them through multiple steps into the final product of a car. The key steps include converting steel into body panels, welding the panels together into a uni-body, painting the body, and then assembling other parts like the engine, tires and interior to complete the car. The transformation takes place across different workshops in the manufacturing plant through physical and mechanical processes.
Liabilities Accounting under IFRS
International Financial Reporting Standards provide guidance on accounting for liabilities, provisions, contingent liabilities and contingent assets. Key aspects include: recognizing a provision when there is a present obligation from a past event that will probably require settlement that can be reliably estimated; measuring a provision at the best estimate of the expenditure required to settle the obligation; and disclosing contingent liabilities unless the possibility of an outflow of resources is remote.
1st Generation Computers
The first generation of computers used vacuum tubes, magnetic drums for storage, and were hardwired to perform specific calculations. They were very large, unreliable, and produced significant heat. Programming involved manipulating toggle switches to input programs in machine language. The introduction of transistors in the late 1940s led to more reliable, portable, and faster computers by replacing vacuum tubes. This allowed computing to advance from specialized machines to general purpose computers.
Demand & Elasticity Of Demand
This document defines demand and discusses its key determinants such as price, income, and preferences. It also outlines the law of demand, which states that demand increases when price decreases and decreases when price increases, assuming other factors stay constant. Finally, it introduces the concept of elasticity of demand and how it measures the responsiveness of quantity demanded to changes in price or other factors that affect demand.
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We know that the sample size is very less
you can conduct a similar survey to improve results
Thanks
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The document discusses various inventory management techniques, including inventory turnover ratio, aging schedule of inventory, just-in-time (JIT), and VED analysis. Specifically, it provides definitions and formulas for calculating inventory turnover ratio. It describes how an aging schedule can help identify slow-moving inventory. It explains the goals and features of JIT, including maintaining minimum inventory levels and ensuring timely deliveries. Finally, it outlines the VED classification system which categorizes inventory based on vitality, with vital items being most critical to operations.
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This document provides an overview of shares, share capital, types of shares (equity shares and preference shares), debentures, and meetings and resolutions in companies. It defines key terms like shares, share capital, equity shares, preference shares, debentures. It describes the different types of each, along with their advantages and disadvantages. It also explains the different types of meetings that can be held in companies like statutory meetings, annual general meetings, extraordinary general meetings. Finally, it summarizes the different types of resolutions that can be passed in meetings - ordinary resolutions, special resolutions, and resolutions requiring special notice.
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This presentation by Nathaniel Lane, Associate Professor in Economics at Oxford University, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
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These are the slides of my presentation at BRIC 2024 about global science overlay maps using OpenAlex.
怎么办理(lincoln学位证书)英国林肯大学毕业证文凭学位证书原版一模一样
原版定制【微信:bwp0011】《(lincoln学位证书)英国林肯大学毕业证文凭学位证书》【微信:bwp0011】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdf
Psychological safety in teams is important; team members must feel safe and able to communicate and collaborate effectively to deliver value. It’s also necessary to build long-lasting teams since things will happen and relationships will be strained.
But, how safe is a team? How can we determine if there are any factors that make the team unsafe or have an impact on the team’s culture?
In this mini-workshop, we’ll play games for psychological safety and team culture utilizing a deck of coaching cards, The Psychological Safety Cards. We will learn how to use gamification to gain a better understanding of what’s going on in teams. Individuals share what they have learned from working in teams, what has impacted the team’s safety and culture, and what has led to positive change.
Different game formats will be played in groups in parallel. Examples are an ice-breaker to get people talking about psychological safety, a constellation where people take positions about aspects of psychological safety in their team or organization, and collaborative card games where people work together to create an environment that fosters psychological safety.
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussion
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This presentation by OECD, OECD Secretariat, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
IEEE CIS Webinar Sustainable futures.pdf
The importance of sustainable and efficient computational practices in artificial intelligence (AI) and deep learning has become increasingly critical. This webinar focuses on the intersection of sustainability and AI, highlighting the significance of energy-efficient deep learning, innovative randomization techniques in neural networks, the potential of reservoir computing, and the cutting-edge realm of neuromorphic computing. This webinar aims to connect theoretical knowledge with practical applications and provide insights into how these innovative approaches can lead to more robust, efficient, and environmentally conscious AI systems.
Webinar Speaker: Prof. Claudio Gallicchio, Assistant Professor, University of Pisa
Claudio Gallicchio is an Assistant Professor at the Department of Computer Science of the University of Pisa, Italy. His research involves merging concepts from Deep Learning, Dynamical Systems, and Randomized Neural Systems, and he has co-authored over 100 scientific publications on the subject. He is the founder of the IEEE CIS Task Force on Reservoir Computing, and the co-founder and chair of the IEEE Task Force on Randomization-based Neural Networks and Learning Systems. He is an associate editor of IEEE Transactions on Neural Networks and Learning Systems (TNNLS).
Proposal: The Ark Project and The BEEP Inc
1.) Introduction
Our Movement is not new; it is the same as it was for Freedom, Justice, and Equality since we were labeled as slaves. However, this movement at its core must entail economics.
2.) Historical Context
This is the same movement because none of the previous movements, such as boycotts, were ever completed. For some, maybe, but for the most part, it’s just a place to keep your stable until you’re ready to assimilate them into your system. The rest of the crabs are left in the world’s worst parts, begging for scraps.
3.) Economic Empowerment
Our Movement aims to show that it is indeed possible for the less fortunate to establish their economic system. Everyone else – Caucasian, Asian, Mexican, Israeli, Jews, etc. – has their systems, and they all set up and usurp money from the less fortunate. So, the less fortunate buy from every one of them, yet none of them buy from the less fortunate. Moreover, the less fortunate really don’t have anything to sell.
4.) Collaboration with Organizations
Our Movement will demonstrate how organizations such as the National Association for the Advancement of Colored People, National Urban League, Black Lives Matter, and others can assist in creating a much more indestructible Black Wall Street.
5.) Vision for the Future
Our Movement will not settle for less than those who came before us and stopped before the rights were equal. The economy, jobs, healthcare, education, housing, incarceration – everything is unfair, and what isn’t is rigged for the less fortunate to fail, as evidenced in society.
6.) Call to Action
Our movement has started and implemented everything needed for the advancement of the economic system. There are positions for only those who understand the importance of this movement, as failure to address it will continue the degradation of the people deemed less fortunate.
No, this isn’t Noah’s Ark, nor am I a Prophet. I’m just a man who wrote a couple of books, created a magnificent website: http://www.thearkproject.llc, and who truly hopes to try and initiate a truly sustainable economic system for deprived people. We may not all have the same beliefs, but if our methods are tried, tested, and proven, we can come together and help others. My website: http://www.thearkproject.llc is very informative and considerably controversial. Please check it out, and if you are afraid, leave immediately; it’s no place for cowards. The last Prophet said: “Whoever among you sees an evil action, then let him change it with his hand [by taking action]; if he cannot, then with his tongue [by speaking out]; and if he cannot, then, with his heart – and that is the weakest of faith.” [Sahih Muslim] If we all, or even some of us, did this, there would be significant change. We are able to witness it on small and grand scales, for example, from climate control to business partnerships. I encourage, invite, and challenge you all to support me by visiting my website.
XP 2024 presentation: A New Look to Leadership
Presentation slides from XP2024 conference, Bolzano IT. The slides describe a new view to leadership and combines it with anthro-complexity (aka cynefin).
Carrer goals.pptx and their importance in real life
Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
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Future of work
- 1. Gaurav Wadhwa and Pulkit Gupta Students - BBA Ansal University, Gurgaon USHERING IN AN ERA OF ‘SOFTER’ SKILLS
- 2. “If you can really write the whole job down on paper, then someone else can do it.” - Frank Levy (MIT)
- 3. The case is a tussle between – ◦ Routine and Non - routine jobs ◦ Technical and Non- technical jobs The case is about job insecurity and redundancy The case is about technology replacing the work force The case forecasts future skills required
- 4. Unavailability of Employable Workforce to meet the contemporary challenges of the economy and business
- 5. Soft skills or behavioral skills over technical skills ◦ Skills that enable professionals to work with others in teams ◦ Be adaptive ◦ Have an understanding of the business ◦ Coping with uncertainty, complexity and ambiguity of the environment
- 6. A breed of professionals required ◦ Who live and breathe customers ◦ Have exceptional people skills ◦ Who face the challenge of automation and globalization with ease and adeptness
- 7. Q) How can HRM ensure that a company’s employees are flexible, and creative and provide good customer service? A) - Employee Engagement - Job Rotation - Employee Motivation - Employee Development - A pro-people culture - Reinvent your workforce: Innovative work processes - Workforce diversity and Inclusion - Collaborative Workforce - Fostering Employee Involvement and Participation in Decision Making
- 8. Q) How might modern technology help with the activities you described in Question 1? A) HRIS – Human Resource Information System - Has already automated the routine activities - Virtual Offices and Paperless Offices - Saving Cost and Time - Removing Redundant Activities
- 9. Q) Which human resource functions are routine? Which are likely to be part of the “future of work” as described in this case? A) A typical profile of the HR routine functions – a. Interface between Management and employee relations b. Personnel administration, administration of employees and company insurance programs, safety programs, and risk management programs c. Recruiting and Interviewing, Hiring and Firing, Orientation and Training, Conflict Mediation, Salary and Benefits, Executive Liaison, Record Keeping and Routine Correspondence
- 10. Ans contd.) Non-routine HR Functions are: - Change Management - Cross Cultural Management - HR Audit & HR Accounting - Strategic Management As per the case, “Future of Work” lies in - Soft Skills - People Management - Working with others - Being Adaptive - Learning and Continuous development of Self - Thorough understanding of the Business