The document discusses new trends in human resource management (HRM). It covers a variety of topics influencing HRM, including technological changes, economic and political challenges, an aging workforce, skill deficiencies, and changes in the employment relationship. HR must deal with issues like globalization, outsourcing, mergers and acquisitions, and reengineering. The role of HR is shifting from administrative to more strategic. HR needs to anticipate challenges and support organizational strategy.
Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
These slides are intended to help the Kannur University MBA - HRM students of MBA. It deals with topics of Challenges in HRM, Managing protean careers, Moonlighting Phenomenon, Workforce Diversity, Employee empowerment, Competitive Challenges,
Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
These slides are intended to help the Kannur University MBA - HRM students of MBA. It deals with topics of Challenges in HRM, Managing protean careers, Moonlighting Phenomenon, Workforce Diversity, Employee empowerment, Competitive Challenges,
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
Performance-linked compensation (PLC) is a form of payment from an employer to an employee, which is directly related to the performance output of an employee and which may be specified in an employment contract.
This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
New Trends in Compensation Management (Group Mediclaim/Insurance Scheme, Personal Accident Insurance Scheme, Company Leased Accommodation,
Recreation/ATM facilities, Corporate Credit Card,
Club memberships, Cellular Phone/Laptop,
Personal Health Care, Loans, Educational Benefits, Regular Get together and other cultural programs, Wedding Day/Birthday Gift, Employee Referral Scheme, Maternity Leave, Paternity Leave, Work-life Balance, Pay Transparency, Broad banding,Variable Pay (Incentive Pay),
Flexible Benefits
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
Performance-linked compensation (PLC) is a form of payment from an employer to an employee, which is directly related to the performance output of an employee and which may be specified in an employment contract.
This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
New Trends in Compensation Management (Group Mediclaim/Insurance Scheme, Personal Accident Insurance Scheme, Company Leased Accommodation,
Recreation/ATM facilities, Corporate Credit Card,
Club memberships, Cellular Phone/Laptop,
Personal Health Care, Loans, Educational Benefits, Regular Get together and other cultural programs, Wedding Day/Birthday Gift, Employee Referral Scheme, Maternity Leave, Paternity Leave, Work-life Balance, Pay Transparency, Broad banding,Variable Pay (Incentive Pay),
Flexible Benefits
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.
The top 4 HR trends and issues you should be aware of.pdfJohn charles
ERP solutions UAE offer comprehensive data analysis and reporting capabilities, giving managers real-time insight into team performance, project milestones, and key metrics.
HR professional are facing many challenges in present business scenario like Globalization workforce diversity, technological advances and changes in political and legal environment change in information technology. All these challenges increase the pressure on HR managers to attract, retain and nurture talented employee. HR professional can’t ignore these challenges rather they ought to be line to design and execute innovative mechanisms of developing skills and competencies of human resources to prepare them to accept the emerging challenges
Suggestions for HR Improvement Revolutionizing Strategies for Organizational ...hrjeecom
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In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
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2. INDEX
NO. CONTENT
1 Introduction
2 External andinternal factorsinfluencingthe Personnel function
3 HRM Activities
4 Technological ChangesandHRM
5 How to deal witha human resource surplussituation?
6 Economic,Political andSocial ChallengesandHR
7 What HR managerscan do?
8 Political factors
9 Social factors
10 Local and government-relatedfactors
11 Trade unions
12 Managing workforce diversity
13 Internal EnvironmentandHr
14 DesigningappropriateHRsystems
15 An AgingWorkforce
16 Skill Deficienciesof the Workforce
17 High-Performance WorkSystems
18 KnowledgeWorkers
19 Employee Empowerment
20 Teamwork
21 Focuson Strategy
22 Business Strategy:IssuesAffectingHRM
23 Focuson Strategy
24 Traditional HRvs. StrategicHR
25 Technological Change inHRM
26 A ChangingEconomy
27 Changesinthe EmploymentRelationship
28 Changesinthe EmploymentRelationship
3. Introduction
Historically, the HR Department was viewed as administrative overhead.
HR processedpayroll, handled benefits administration, kept personnel files
and other records, managed the hiring process,and provided other
administrative supportto the organization
The role of Human Resources is changing as fast as technology and the
global marketplace
The positive result of these changes is that HR professionals have the
opportunity to play a 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. External and internal factors influencing the Personnel function
External factors
Technological factors
Economic challenges
Political factors
Social factors
Local and Governmental issues
Unions
Employers’ demands
Workforce diversity
Internal factors
Mission
Policies
Organization Culture
Organization Structure
HR Systems
6. Technological Changes and HRM
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:
New skills, knowledge, experience and expertise required to gain the edge
over rivals.
Downsize operations, cut organizational layers and cut the extra fat to
survive in a competitive world
Collaborate and achieve teamwork
Relocate work from the office to the home
Internet and intranet revolution
7. How to deal with a human resource surplus situation?
8. Economic, Political and Social Challenges and HR
Now-a-days, people, goods, capital and information are moving around the
globe as never before.
Global competition is making every firm to think in terms of gaining an edge
over rivals by producing high quality goods at a very competitive price.
This is where the ‘people’ dimension comes into being. Incentives, favorable
work climate, team spirit, freedom to think and act independently, and a host
of other HR initiatives are needed to keep talent from flying away.
9. What HR managers can do?
Use workforce skills and abilities in order to exploit environmental
opportunities and neutralize threats.
Employ innovative reward plans that recognize employee contributions and
grant enhancements.
Indulge in continuous quality improvement through TQM and HR
contributions (training, development, counseling, coaching etc.).
Utilize people with distinctive capabilities to create unsurpassed competence
in an area (Xerox in photocopier, 3M in adhesives, Telco in trucks, Britannia
in biscuits, Nestle in coffee, McDonald’s in fast foods, etc.).
Decentralize operations and rely on self managed teams to deliver goods in
difficult times (Motorola is famous for short productdevelopment cycles. It
has quickly commercialized ideas from its research labs).
Lay off workers in a smooth way, explaining facts (IBM, Kodak, Xerox,
AT&T, Steel and Textile firms in India etc.) to unions, workers and other
affected groups. HR generally plays a key role, these days, in planning and
implementing corporate downsizings, and then in maintaining the morale of
the remaining employees.
10. Political factors
Political stability
Formation of new political parties
Influence of politicians over Productivity linked wage agreements
Political parties sympathetic to trade unionism
Opposition to VRS schemes, downsizing operations, restructuring exercises.
Freedom to show the doorto unwanted people
Social factors
Conducting business in a socially relevant and responsible way.
Hire qualified people or hire inexperienced local people and train them to
avoid trouble?
Helping economically poorpeople, unemployed, underprivileged ones, etc.
11. Local and government-related factors
Meet legislative requirements
Offering jobs to certain sections of local community
Trade unions
Demands for higher wages, better working conditions, incentives, benefits,
services
12. Managing workforce diversity
The workforce is becoming increasingly diverse now and organizations are doing
their best to address employee concerns and to maximize benefits of different kind
to employees with diverse educational, cultural and religious backgrounds. The
diversity issues, mainly, include the following:
Composition In terms of age, caste, education, culture, region, religion
Minority groups, economically backward groups
Displaced persons
Child labour
Contract labour
Women employees
13. Internal Environment and Hr
Organizations are also influenced by a variety of internal factors relating to
strategy, culture, structure etc.
Mission and Strategy
Internal Policies
Organizational Culture
Organization structure
Human resource systems
15. An Aging Workforce
The ministry of labour tracks changes in the composition of the Indian
labor force and forecasts employment needs.
Projections for 1996-2006, indicate the Indian labor force will have a
phenomenal growth.
Some of the expected change involves the distribution of workers by age.
Youth labor force, workers between the ages of 16-24, is expected to grow
faster than the overall labor force.
The fastest growing segment will be workers aged 45-64.
By 2015, workers aged 40 and above will exceed the number under 40 for
the first time ever.
Organizations will struggle with ways to control costs and will have to find
new ways to attract, retain, and prepare the youth labor force.
Values tend to change from one generation to another as well as during
different life stages.
16. Skill Deficiencies of the Workforce
The increasing use of computers to do routine tasks has shifted the kinds of
skills needed for employees in the Indian economy.
Employees must be able to handle a variety of responsibilities, interact with
customers, and think creatively.
Most organizations are looking for educational achievements and a college
degree is a basic requirement for many jobs today.
The gap between skills needed and skills available has:
Decreased ability to compete because they sometimes lack the skills to upgrade
technology, reorganizes work, and empowers employees.
17. High-Performance Work Systems
High-performance work systems are organizations that have the best
possible fit between their social system and technical system.
Some of the trends in today’s high-performance work systems are:
o Reliance on knowledge workers
o Empowerment of employees to make decisions
o Utilization of teamwork
18. Knowledge Workers
Knowledge workers are employees whose main contribution to the
organization is specialized knowledge.
The reliance on knowledge workers affects organizations’ decisions about
the kinds of people they are recruiting and selecting.
19. Employee Empowerment
Employee empowerment means giving employees responsibility and
authority to make decisions regarding all aspects of productdevelopment or
customer service.
HRM practices such as performance management, training, work design,
and compensation are important for ensuring the success ofemployee
empowerment.
For empowerment to succeed, managers must be trained to link employees
to resources within and outside the organization.
The use of employee empowerment shifts the recruiting focus away from
technical skills and toward general cognitive and interpersonal skills.
20. Teamwork
Teamwork is the assignment of work to groups of employees with various
skills who interact to assemble a productor provide a service.
Work teams often assume many activities traditionally reserved for
managers.
Virtual teams rely on communication technology to keep in touch and
coordinate activities.
Teamwork motivates employees by making work more interesting and
significant.
23. Focus on Strategy
High Quality Standards:
To remain competitive in today’s economy, organizations need to provide
high-quality products and services.
Total quality management (TQM) refers to a company-wide effort to
continuously improve the ways people, machines, and systems accomplish
work.
TQM has several core values.
Mergers and Acquisitions:
Mergers: Two companies becoming one.
Acquisitions: One company buying another.
HR professionals have to sort out the differences in the two companies’
practices with regards to compensation, performance appraisal, and other
HR systems.
Downsizing:
Downsizing presents a number of challenges and opportunities for HRM.
All employees should be informed:
Why the downsizing is necessary
What costs are to be cut
How long the downsizing will last
What strategies the organization intends to pursue
HRM can provide downsized employees with outplacement services to help
them find new
24. Expanding into Global Markets:
In order to meet challenges, companies must
Develop global markets
Keep up with competition from overseas
Hire from an international labor pool
Prepare employees for global assignments.
Employees who take assignments in other countries are called
Reengineering:
Reengineering is a complete review of the organization’s critical work
processes to make them more efficient and able to deliver higher quality.
25. Reengineering affects HRM in two ways:
The way the HR department accomplishes goals may change
The HR department must help design and implement change
Outsourcing:
Outsourcing refers to the practice of having another company provide
services.
HR departments help with a transition to outsourcing and many HR
functions are being outsourced suchas:
Payroll administration
Training
Recruitment
Selection
27. Technological Change in HRM
Advances in computer-related technology have had a major impact on the
use of information for managing HR.
A human resource information system (HRIS) is a computer system used to
acquire, store, manipulate, analyze, retrieve, and distribute information
related to human resources.
28. A Changing Economy
The way business is conducted has changed rapidly during the past few
years and will continue to do so.
Many companies are connecting to the Internet to gain an advantage over or
keep up with competitors.
Electronic business (e-business) is any process that a business conducts
electronically, especially business involving use of the Internet.
E-business involves several forms of buying and selling goods and services:
Business-to-consumer
Business-to-business
Consumer-to-consumer
29. Changes in the Employment Relationship
A psychological contractis a description of what an employee expects to
contribute and what the employer will provide the employee in exchange for
the contributions.
From the organization’s perspective, the key to survival in a fast-changing
environment is flexibility.
Flexibility in HRM includes:
Flexible staffing levels
Flexible work schedules
30. Changes in the Employment Relationship
Alternative work arrangements are methods of staffing other than the
traditional hiring of full-time staff.
Independent contractors
On-call workers
Temporary workers
Contract company workers
From employees’ perspective, alternative work arrangements provide some
flexibility for balancing work and non-work activities.
The globalization of the world economy and the development of e-
commerce have made the notion of a 40-hour workweek obsolete.
Offering flexible work schedules provide organizations with many benefits.