The document discusses recent developments in managing people in the workplace. It describes how the role of human resources has changed from administrative tasks to now playing a more strategic role in businesses due to technology changes and globalization. It discusses various HR activities including attracting and orienting employees, compensation systems, work environments, relationships, and compliance. It then goes into more detail about topics like e-HR, competency mapping, outsourcing, talent management, HRD in cross-cultural development, and creating work-life balance in a 24/7 environment. The conclusion emphasizes that HR managers should treat people as resources, provide equitable rewards, and align individual and corporate goals through appropriate HR policies.
The challenge for HR managers is to keep up to date with the latest HR innovations -technological, legal, and otherwise.
How HR managers can anticipate and address some of the most challenging HR issues.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
The challenge for HR managers is to keep up to date with the latest HR innovations -technological, legal, and otherwise.
How HR managers can anticipate and address some of the most challenging HR issues.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Define HRM? Why it is important for an organization.kumail mehdi
Explain why human resource management is important to an organization? How external influences affect human resource management . Explain environmental factors affecting human resource management.
Influence Of Technology On Human Resource ManagementNavitha Pereira
Technology has transformed our lives and the way we communicate, how we learn, how we work and spend free time, in essence-it has more or less changed every aspect of human society one can think of. Undoubtedly it also affected organizations' employees and their workplaces in job design, conditions of work and other (numerous) ways. Today’s information technology has shown continuous development. Technology and HRM have a wide range of impact upon each other and therefore human resource professional should be eligible to adopt technologies that allow the re-engineering of the HR action, be prepared to maintain organizationally and work project changes caused by technology, and be able to maintain a proper managerial climate for innovative and knowledge-based organizations. HRM should be focused on the strategic objective and these strategic objectives are preparing information technology strategies to plan to fulfill the human resources strategies plan in the field of technology.
Types of hr strategies - strategic human resource management - Manu melwin joymanumelwin
Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are:
Overarching strategies; and
Specific strategies relating to the different aspects of human resource management.
Define HRM? Why it is important for an organization.kumail mehdi
Explain why human resource management is important to an organization? How external influences affect human resource management . Explain environmental factors affecting human resource management.
Influence Of Technology On Human Resource ManagementNavitha Pereira
Technology has transformed our lives and the way we communicate, how we learn, how we work and spend free time, in essence-it has more or less changed every aspect of human society one can think of. Undoubtedly it also affected organizations' employees and their workplaces in job design, conditions of work and other (numerous) ways. Today’s information technology has shown continuous development. Technology and HRM have a wide range of impact upon each other and therefore human resource professional should be eligible to adopt technologies that allow the re-engineering of the HR action, be prepared to maintain organizationally and work project changes caused by technology, and be able to maintain a proper managerial climate for innovative and knowledge-based organizations. HRM should be focused on the strategic objective and these strategic objectives are preparing information technology strategies to plan to fulfill the human resources strategies plan in the field of technology.
Types of hr strategies - strategic human resource management - Manu melwin joymanumelwin
Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are:
Overarching strategies; and
Specific strategies relating to the different aspects of human resource management.
Dr. Jhansi Rani M R - Module 1 - Introduction to Human Resource ManagementMRJhansiRani
Dr. Jhansi Rani M R - Introduction to Human Resource Management, Essentials of HRM, Nature of HRM, Scope of HRM, Process of HRM, Functions of HRM, Ethics of HRM, Evolution of HRM, HRM Policies, Contemporary issues and practices in HRM, Changing concept of
HRM in India and in the globe.
Introduction to HR Management and HR Management Process for beginners. What is HR Management? Key focused areas under HR Management is discussed under the study.
1. PRESENTED BY
S. DURGA SREE
MBA II YEAR STUDENTS
SRK INSTITUTE OF TECHNOLOGY, VIJAYAWADA
Recent Developments in
Managing People at Work place
2. Introduction
Historically the HR department was viewed as
administrative overhead.
HR processed pay roll, handled benefits
administration, kept personal files and other records,
managed the hiring process and other administrative
support to the organization.
The role of human resources changing as fast as
technology and the global market.
3. Introduction
The positive result of these changes is that HR
professionals have the opportunity to play more
strategic role in the business.
The challenge for HR managers is to keep up to date
with the latest HR innovations, technological, legal
and otherwise.
How HR managers can anticipate and address some of
the most challenging HR issues.
4. HRM Activities
Attract and
orient new
employees
Effective
compensation
systems
Effective work
environment
Effective
relationships
Compliance &
procedures Human
Resource
Manage
ment
5.
6. E-HR is a function of HR that is concerned with the use, management,
and regulation of electronic information and processes within an
organization. E-HR is different from E-HRM (Electronic Human
Resource Management) and HRIS (Human Resource Information
System) which are uses of technology.
E-HR is a function of human resources that requires cross-functional
knowledge and collaboration between multiple departments, most
notably human resources and information technology.
7.
8. Competency mapping
Competency mapping is a process of identifying key
competencies for a particular position in an
organization, and then using it for job-evaluation,
recruitment, training and development, performance
management, succession planning, etc.
11. Out sourcing
Human resource outsourcing (HRO) occurs when a business
instructs an external supplier to take responsibility (and risk) for
HR functions and perform these tasks for the business.
Payroll outsourcing is commonly outsourced for two reasons:
It’s a time-consuming administrative task for employers, and
there are many specialist companies with the technology and
knowledge to run it efficiently and compliantly.
Some businesses will outsource their entire HR department
while others will just outsource time-consuming administrative
tasks, which allow their internal resource to focus on the
strategic level.
14. Talent Management
Talent Management is a set of integrated organizational
HR processes designed to attract, develop, motivate, and
retain productive, engaged employees.
The goal of talent management is to create a high-
performance, sustainable organization that meets its
strategic and operational goals and objectives.
15.
16. HRD in cross cultural Development
Organizations increasingly operate within a global context.
Likewise, human resource developers are challenged to
examine the transferability of their efforts.
This analysis focuses on emerging testimony that marks
and sustains the cultural sensitivity of work.
Furthermore, it was acknowledged the systemic
importance of various groups of employees from different
nations in management and organizational behavior that
affects cross-national differences in the purpose and scope
of HRD.
19. WORK LIFE BALANCE
Work life balance is a concept including proper
prioritization between work, career and ambition, lifestyle
(health, pleasure, leisure, family and spiritual development
or meditation.
Work life balance
It doesn’t mean an equal balance
Will vary over time
No perfect one that fits all, balance that it is striving for
20. Conclusion
Due to the emerging developments in HR, in a
nutshell a HR manager should treat people as
resources, reward them equitably, and integrate
their aspirations with corporate goals through
suitable HR policies.