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New Trends in HRM Saroj Kumar Behera ITER B-school 10/20/11
Introduction ,[object Object],[object Object],[object Object],10/20/11
Introduction ,[object Object],[object Object],[object Object],10/20/11
10/20/11 External and internal factors influencing the Personnel function   ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
HRM Activities 10/20/11 Human Resource Management Attract and  orient new  employees Effective compensation systems Effective work environment Compliance &  procedures Effective relationships
Technological Changes And HRM  10/20/11 Technology includes tools, machinery, equipment, work procedures and employee knowledge and skills. The impact of technology on HR can be profound, as the following things clearly reveal: ,[object Object],[object Object],[object Object],[object Object],[object Object]
How to deal with a human resource surplus situation? 10/20/11 ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
10/20/11 Economic, Political And Social  Challenges And HR ,[object Object],[object Object],[object Object]
What HR managers can do ? 10/20/11 ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
10/20/11 Political factors ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Social factors   ,[object Object],[object Object],[object Object]
Local and government-related factors  10/20/11 ,[object Object],[object Object],Trade unions   ,[object Object]
MANAGING WORKFORCE DIVERSITY 10/20/11 The workforce is becoming increasingly diverse now and organisations are doing their best to address employee concerns and to maximise benefits of different kind to employees with diverse educational, cultural and religious backgrounds. The diversity issues, mainly, include the following : ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
10/20/11 INTERNAL ENVIRONMENT AND HR  Organisations are also influenced by a variety of internal factors relating to strategy, culture, structure etc. ,[object Object],[object Object],[object Object],[object Object],[object Object]
10/20/11 Designing appropriate HR systems  ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
An Aging Workforce ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],10/20/11
Skill Deficiencies of the Workforce ,[object Object],[object Object],[object Object],[object Object],[object Object],10/20/11
High-Performance Work Systems ,[object Object],[object Object],[object Object],[object Object],[object Object],10/20/11
Knowledge Workers ,[object Object],[object Object],10/20/11
Employee Empowerment ,[object Object],[object Object],[object Object],[object Object],10/20/11
Teamwork ,[object Object],[object Object],[object Object],[object Object],10/20/11
Focus on Strategy ,[object Object],[object Object],10/20/11
Business Strategy: Issues Affecting HRM 10/20/11
Focus on Strategy ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],10/20/11
Focus on Strategy ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],10/20/11
Focus on Strategy ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],10/20/11
Focus on Strategy ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],10/20/11
Traditional HR vs. Strategic HR 10/20/11 Point of distinction Focus  Role of HR Initiatives  Time horizon Control Job design Key investments Accountability Responsibility for HR Traditional HR Employee Relations Transactional change follower and respondent Slow, reactive, fragmented Short-term Bureaucratic-roles, policies, procedures Tight division of labour; independence, specialisation Capital, products  Cost centre Staff specialists Strategic HR Partnerships with internal and external customers  Transformational change leader and initiator Fast, proactive and integrated Short, medium and long (as required) Organic-flexible, whatever is necessary to succeed Broad, flexible, cross-training teams People, knowledge Investment centre Line managers
Technological Change in HRM ,[object Object],[object Object],10/20/11
A Changing Economy ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],10/20/11
Changes in the Employment Relationship ,[object Object],[object Object],[object Object],[object Object],[object Object],10/20/11
Changes in the Employment Relationship ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],10/20/11
[object Object],[object Object],10/20/11

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New Trends in HRM

  • 1. New Trends in HRM Saroj Kumar Behera ITER B-school 10/20/11
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  • 5. HRM Activities 10/20/11 Human Resource Management Attract and orient new employees Effective compensation systems Effective work environment Compliance & procedures Effective relationships
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  • 22. Business Strategy: Issues Affecting HRM 10/20/11
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  • 27. Traditional HR vs. Strategic HR 10/20/11 Point of distinction Focus Role of HR Initiatives Time horizon Control Job design Key investments Accountability Responsibility for HR Traditional HR Employee Relations Transactional change follower and respondent Slow, reactive, fragmented Short-term Bureaucratic-roles, policies, procedures Tight division of labour; independence, specialisation Capital, products Cost centre Staff specialists Strategic HR Partnerships with internal and external customers Transformational change leader and initiator Fast, proactive and integrated Short, medium and long (as required) Organic-flexible, whatever is necessary to succeed Broad, flexible, cross-training teams People, knowledge Investment centre Line managers
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