This document discusses trends in human resource management and the changing role of HR managers. It outlines several trends in HRM including a shift to focusing on employee experience, rise in people analytics, use of contingent workforces, augmented and virtual reality, six-sigma practices, quality standards, outsourcing, and downsizing. The role of HR managers is changing with focuses on identifying talent, company branding, reward systems, orientation, performance management, stress management, and diversity.

1. HUMAN RESOURCE MANAGEMENT
Module 1 Lecture 3
MUHAMMED NOWFAL S
Assistant Professor
Department of Management Studies
KMM College of Arts and Science
Kochi – Kerala
Email ID: Muhammednowfal.s@gmail.com

2. AGENDA
 TRENDS IN HRM
 CHANGING ROLE OF HR MANAGER

3. TRENDS IN HRM
 Shift to employees experience
 Good rise in people or hr analytics
 Appointment of the contingent workforce
 Wave of augmented reality and virtual reality
 Introducing six-sigma practice
 Quality management standards
 Human resource outsourcing
 Corporate downsizing

4.  Shift to employee experience
 Shifted the concentration from the employee’s engagement to the employee’s
experiences at the workplace
 Good rise in people or hr analytics
 SAP Success Factors – ADP – Oracle- Workday
 Appointment of the contingent workforce
 Individuals who are typically hired for shorter periods of time - Contingent
Workforce Management system

5.  Wave of augmented reality and virtual reality
 Virtual Reality helps the organization in the recruitment process as it immerses
the candidate in the real-life work situation – AR help to train the staff in the
virtual environment that will prove cost-effective.
 Introducing six-sigma practice
 Six- sigma uses rigorous analytical tools with leadership from the top and
develops a method for sustainable improvement - These practices improve
organizational values and helps in creating defect free product or services at
minimum cost

6.  Quality management standards
 The recent quality management standards ISO 9001 and ISO 9004 of 2000
focus more on people centric organizations. Organizations now need to prepare
themselves in order to address people centered issues with commitment from
the top management, with renewed thrust on HR issues, more particularly on
training.
 Human Resource Outsourcing
 Human resource outsourcing is a new accession that makes a traditional HR
department redundant in an organization

7.  Employee involvement
 Re-engineering work processes for improved productivity
 Decentralized work sites
 Organizing dynamics change
 Workforce diversity

8. CHANGING ROLE OF HR MANAGER
 Identifying the right talent
 Company Branding
 Reward system
 ROPES Orientation
 Maintaining optimum employee performance
 Managing stress at work
 Managing workforce diversity

9.  Identifying the right talent
 For an organisation, success depends on hiring the employees who can adapt to
and be comfortable in a changing business environment - HR-managers plays a
crucial role in identifying the right employee, which will enhance the job
efficiency of the employees
 Company Branding
 It means selling company profile to the prospective candidates because qualified
ambitions - Candidates prefer to join companies that promise good career
planning - Getting the potential candidates requires systematic evaluation of
selection process.

10.  Reward system
 It should connected to the effort of the employee. It includes the non monetary
benefits, such as promotion, recognitions, power etc - Some employees give
importance to recognition and appreciation from their bosses
 ROPES Orientation
 “Realistic Orientation Programme For New Employee’s Stress” is used by
company’s to reduce the stress of new employees - In order to reduce stress the
new comers should be forewarned about the typical disappointments they can
expect and how to manage them. This will reduce the stress of the worker at a
later stage.

11.  Maintaining optimum employee performance
 Maintaining the level of employee performance requires HR-manager to
identify the employees needs - The reward package is an important retention
strategy followed by the HR-department - HR-manager should ensure that the
reward system enhance both job satisfaction and employee motivation
 Managing stress at work
 The HR-manager should manage the employee stress and work environment.
Practicing yoga, taking simple breathing exercises, workouts, short walks etc
generally rejuvenate the body and mind of employees.

12.  Managing workforce diversity
 Managing work force diversity means dealing with the differences and
similarities of people in a group - The success of managing work force diversity
depends on how will the difference among the employees are understood and
respected.