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IMS PPT MBA IMs ppt Fourth Semester 2020 .ppt
1. I
by: Viraja
I M S
Physical Evidence
Sample text
Sample text
Sample text
2. INTERNATIONAL MARKETING STRATEGY
by: Viraja
Definition & Scope,
Objectives of International
Marketing,Challenges and
opportunities,Quality
considerations
Underlying forces,Major
Participants,Importance of
International marketing
Review of Trade theories
Culture & Social Factors –
Culture & Its Impact On
International Marketing,
Political & Legal
Forces,Negotiating With
International Customers,
Partners & Regulators
Global marketing environment –
Economic Environment, Socio-
cultural Environment –Legal and
Statutory Framework.
6. Importance of
HRM
Hire right
person for
the right job
Avoid high
manpower
turnover
Ensure
people
doing their
best
To conduct
proper
interview
To avoid
legal
implications
To ensure
proper
compensation
management
To ensure
equity and
justice and
right pay for
right person
To avoid
unfair labor
practices
Importance
of HRM
by: Viraja
8. Functions of HRM
Managerial Function Advisory Function
• Planning
• Organising
• Directing
• Controlling
Operative Function
by: Viraja
• Acquisition
• Training &
Development
• Motivation
• Maintenance
• Remuneration
• Top Management
• Department
Heads
• Work Condition
• Personnel
Records
• Industrial
Relations
• Separations
9. Functions of HRM
by: Viraja
Managerial Functions-
It refers to the administrative functions of an organisation which includes decision making. It has following parts-
1.Planning
2.Organising
3.Directing
4.Controlling
Operative Functions-
The operative functions are those tasks or duties or functions which a company entrusts to the human resource or
personnel department.
1.Recruitment and selection of employees
2.Job Design
3.Performance Appraisal
4.Training and Development-
5.Maintenance
6.Labor Welfare
Advisory Functions- Advisory functions means providing advice to top level management in formulation of plan, job analysis
and recruitment , selection of employees also it provides advises to various heads of department regarding training and
development of its employees.
(a) Personnel Policies
(b) Personnel Procedures
10. Contemporary
issues in HRM
The Gig
Economy
Innovation &
Automation
Changing
Regulatory
Issues
Recruiting &
Retaining Top
Talent
Diversity
& Harmony
Issues
HR
M
by: Viraja
Contemporary
issues in
Note:
A contemporary issue is any event,
idea, opinion or topic for any
subject that relates to the present
day. They can be found in almost
any matter known to human being.
11. • Many talented people have decided to leave the
traditional workforce in exchange for freelance work in
their area of expertise. This gives them desired flexibility
in their lifestyle, and is a great selling point for potential
clients, because overhead is less when you are a contract
employee.
The Gig
Economy
1.
Innovation
&
Automation
Changing
Regulatory
Issues
Recruiting &
Retaining Top
Talent
Diversity
& Harmony
Issues
HR
M
by: Viraja
Contemporary
issues in
• Although this is great system for the talent, working with a
different system is a challenge for human resources managers.
If the best talent is no longer available for an in-house position,
human resource managers must find ways to either create
long-term contracts or to develop other suitable talents.
12. • In some instances, this means coordinating with
technology developers to create programming that is easily
rolled out to employees. In other cases, the human
resources department must help roll out the program and
help run the training programs internally.
The Gig
Economy
2.
Innovation
&
Automation
Changing
Regulatory
Issues
Recruiting &
Retaining Top
Talent
Diversity
& Harmony
Issues
HR
M
by: Viraja
Contemporary
issues in
• Human resources departments are often tasked
with training and developing employees.
This
means that when a new company rollout includes
technological advances, the human resources
department needs to prepare itself to train
people.
13. by: Viraja
• Compliance with regulatory
issues is a primary duty of
H u m a n R e s o u r c e s
Managers. While this job
over
duty hasn't changed
the years, what it covers
evolves constantly.
This means that human resource managers need to be on top of all changes.
An example of changes is new laws regarding healthcare benefits.
• Privacy laws are constantly requiring updated disclosures and employee training and
acknowledgments. If the human resources manager is not current on new regulations and laws,
the company is exposed to lawsuits, penalties and potential public scrutiny.
14. The Gig
Economy
4.
Recruiting &
Retaining Top
Talent
Diversity
& Harmony
Issues
HR
M
Contemporary
issues in
Innovation &
Automation
by: Viraja
Changing
Regulatory
Issues
• Finding and keeping great talent is difficult, especially for
small businesses that don't have the resources to offer huge
compensation and benefits packages.
• This means that human resources managers are always
looking to find talented, loyal prospects for the company.
It is important for human resources managers to look for
talent internally and externally, as it is not enough to just go
to job fairs or to reach out to people
on LinkedIn.
• HR managers must not only cultivate these relationships, they
must also cultivate internal employees that are suitable for
development and promotion.
15. by: Viraja
• Business owners know that a diverse workforce that's working together in harmony will build stronger
teams, yield better ideas and offer broader customer satisfaction. However, without the harmony, that
diverse workforce has low morale, and therefore, low productivity. This isn't solely a company culture and
productivity issue, either. Diversity is a serious legal liability if employees or customers are feeling harassed
in some way.
• Human resource managers must
understand diversity laws, and must
ensure that the company has the
protocol to deal appropriately with
complaints, and also to focus on
harmonising the diversity. This is done
with training and workshops that build
cohesiveness and embrace the
differences in each other.
16. Practices in HRM
1
Providing security to
employees
2
Selective hiring: Hiring
the right people
3
Self-managed and
effective teams
4
Fair and performance-
based compensation
Training in
relevant skills
5
7
Creating a flat and
egalitarian organisation
Making information easily
accessible to those who need it
6
by: Viraja
17. The changing
concept of
HRM in India
and in Globe
• Changing Role of Human Resource in India
• The role of HR has evolved from a compliance
checking body to a strategic partner to the
organisation. Their role is not limited to meet the
changing the market demands, attract high per
for ming talent, evaluating performance,
retaining top talent and ensuring that
employees are motivated and engaged.
• They are the change agents, counsellors,
motivators, trainers and the spokesman of the
employees.
by: Viraja
18. HRM Challenges in India
• Upgrading Skill Set
• Changing Business
• Managing Technology
• Developing Accountability
• Managing Workforce Stress and Employment Relations
• Managing Inter-functional Conflict
• Managing Workplace Diversity
by: Viraja
The changing concept of HRM in India and in
Globe
19. HRM challenges in Globe:
by: Viraja
• Trends in the nature of work : technological and globalisation are producing change in the nature
of jobs. Following are a few trends:
• ·Increase use of part-time employees
• ·IT and computers have allowed organisations to relocate work to locations with lower wages
A Service Society :
• ·A shift from manufacturing jobs to service jobs.
• ·new types of knowledge workers and new HRM methods to manage them
Knowledge Work and Human Capital :
• ·Growing emphasis on human capital, their training and development
• ·Companies are relying more on employees creativity and skills.
Other Trends affecting HRM :
• ·Equal employment opportunities that bar discrimination based on any race, age, sex etc.
• ·Mandated health benefits, occupational safety and health requirements
• ·Union-management relations
