The document discusses modern trends in human resource management (HRM) and its evolution from past practices, focusing on key aspects such as recruiting, training, compensation, performance appraisal, and organizational communication. It highlights the use of technology and social media in recruiting, the modern methods of training including gamification, various compensation perks, the shift from performance appraisal to performance management, and the importance of effective communication within organizations. The presentation concludes by emphasizing the challenges HRM faces in a globalized business environment and the necessity for adaptation.

1. Welcome
Everybody
glad you’re here

2. FUTURE
HUMAN
RESOURCE
MANAGEMENT
MODERN
Trends
IN
HUMAN
RESOURCE
MANAGEMENT
***METAMORPHOSIM***

3. INTRODUCTION
According to Flippo, “human resource
management is the planning, organizing,
directing and controlling of the procurement,
development, compensation, integration,
maintenance and separation of human
resource to the end that individual,
organizational and social objectives are
accomplished.”

4. INTRODUCTION
In this presentation, we discuss about some
important aspects of HRM.
&
How they are metamorphosis from
PAST to FUTURE

5. The Aspects are
1) Recruiting
2) Training
3) Compensation
4) Performance Appraisal
5) Organizational Communication

6. 1. RECRUITING
It refers to the overall process of attracting,
selecting and appointing suitable candidates
for jobs (either permanent or temporary)
within an organization.
Recruitment is of two types
• Internal Recruitment
• External Recruitment

7. INTERNAL RECRUITMENT
• Transfers
• Promotions
• Re-employment of ex-employees
EXTERNAL RECRUITMENT
• Employment at Factory Level
• Advertisement
• Employment Exchanges
• Employment Agencies
• Educational Institutions
• Recommendations

8. MODERN RECRUITIMENT
Social Recruiting
Hiring through social media.
Some of the social media sites

10. Why social Recruiting?
• Recruit candidates who might not apply
otherwise.
• Save money.
• Target a specific job level.
• Increase the company's brand recognization.
• Target a specific set of skills.

11. 2. TRAINING
According to Edwin Flippo, ‘training is the act
of increasing the skills of an employee for
doing a particular job’.
They are two types
ON JOB METHODS OFF JOB METHODS
Coaching Lectures and Conferences
Mentoring Vestibule Training
Job rotation Simulation Exercises
Job instruction Technology Sensitivity Training
Apprenticeship Transactional Training
Understudy

12. MODERN TRAINING
Gamification is the use of game design and game
mechanics to learn new skills and training
employees.

13. 3. COMPENSATION
According to Edwin B Flippo: “The function of
compensation is defined as the adequate and equitable
remuneration of personnel for their contributions to the
organizational objectives.”
Different types of compensation include:
• Base Pay
• Commissions
• Overtime Pay
• Bonuses, Profit Sharing, Merit Pay
• Stock Options
• Travel/Meal/Housing Allowance
• Benefits including: dental, insurance, medical, vacation,
leaves, retirement, taxes...

14. MODERN COMPENSATION
PERK:
An ​advantage or something ​extra, such
as ​money or ​goods, that you are given
because of ​your ​job.
To understand this PERK concept, we can take
two companies &
in this we have to know about, what are the
PERK benefits offered by those companies.

15. PERKS
• Onsite doctors and medical services
• Incase of death surviving spouse will receive a check
for 50% of their salary every year for the next decade.
• Free car wash.
• Lunch and dinner are always free.
• Massages and yoga centers
• No dress code
• Gym, swimming pool and bar facility
• Employees can play against each other games like ping
pong, Billiards and video games..etc.,
• Googlers are free to bring their pets to work

16. PERKS
• Free Bike repair shop.
• Dry Cleaning.
• The Company store.
• Vending machines filled with computer
accessories. ( They are absolutely free) .
• Free lunch and dinner.
• Free onsite Barber Shop.
• Free Candy shop.
• Free Gym.
• Write on the walls.

17. 4.
PERFORMANCE
APPRISAL
PERFORMANCE
MANAGEMENT

18. Performance Appraisal:
Performance Appraisal is the systematic evaluation
of the performance of employees and to
understand the abilities of a person for further
growth and development.
Performance Management:
“In simplest terms, it’s a way of getting people to do
what you want them to do and to like doing it.”
Performance Management is a scientifically based,
data-oriented management system. It consists of
three primary elements—measurement, feedback
and positive reinforcement

19. WHY PERFORMANCE MANAGEMENT?
Performance appraisal were mostly narrowly
focused for measuring the degree of
accomplishment of on individual where
supervisors had a major role to play in judging
the past performance of an employee without
soliciting active involvement of the employee.
Performance management focused on front
end planning instead of looking backward, the
focus is on ongoing dialogue instead of
ratings.

20. 5. ORGANIZATIONAL COMMUNICATION
Effective Communication is significant for
employees in the organizations so as to perform
the basic functions of management, i.e., Planning,
Organizing, Leading and Controlling.
Types of communication in the organization
• Written letters and memos
• Face to face
• Video Conferences.
• Telephone Conversation
• E- mails
• Team briefing

21. MODERN COMMUNICATION
PRIVATE SOCIAL NETWORKING SITES
For Example a free enterprise
social network service, launched during last
five years; it is used for private communication
within organization. It gauges the employee
emotions expressed in posts, they can share
photos, tag them and write posts, just like
facebook and google+. WOW.

22. MODERN COMMUNICATION
Considering the example of Ernst and
Young – they have a much organized
performance appraisal system. Now employee
can update their profile by adding all the
activities he/she has performed throughout
the year and share supervisor's
comments/feedback obtained at the end of
the project.

23. CONCLUSION
• In this globalization world, Business
environment is continuously changed. Human
resource has major challenge in future to
develop and retain capable employees and it
faces many problems.
• HRM uses technology.
• Datafication plays a vital role in HRM
• IHRM & SHRM are Introduced.
Finally, HRM is metamorphosis
according to the current business
environment.

24. ANY QUESTIONS?
Feel free to ask, your question may be worth million dollars

25. THANK YOU FOR YOUR SUPPORT
- Chandra Sri.