SlideShare a Scribd company logo
INTRODUCTION
TO SHRM GROUP 5
Leel Aswathy Asok
Naureen S
Midhula G
Rishikesh L T
Edgar Scheins Three Important roles of HR
Professionals
● Edgar Henry Schein born in 1928 is a renowned professor at the MIT Sloan
School of Management who has studied extensively in the field of organization
management.
According to Edgar Schein
Organizations do not adopt a culture in a single day, instead it is formed in due course
of time as the employees go through various changes, adapt to the external
environment and solve problems. They gain from their past experiences and start
practicing it everyday thus forming the culture of the workplace.
Schein believed that there are three levels in an organization culture.
1. Artifacts
The dress code of the employees, office furniture, facilities, behavior of the employees,
mission and vision of the organization all come under artifacts and go a long way in
deciding the culture of the workplace.
1. Values
The values of the individuals working in the organization play an important role in deciding
the organization culture. The thought process and attitude of employees have deep impact
on the culture of any particular organization. The mindset of the individual associated with
any particular organization influences the culture of the workplace.
3. Assumed Values
The inner aspects of human nature come under the third level of organization culture.
Organizations where female workers dominate their male counterparts do not believe in late
sittings as females are not very comfortable with such kind of culture. Male employees on the
other hand would be more aggressive and would not have any problems with late sittings. The
organizations follow certain practices which are not discussed often but understood on their own.
Such rules form the third level of the organization culture.
Multiple Role Model for HRM
❖ The David Ulrich HR model (also called as Multiple Model of
HRM) was introduced in 1995 as a way of organising HR
functions.
❖ Meant particularly for large corporations with big and unwieldy
teams, the model is designed to streamline ways of working
and ensure every team member is clear on their roles and
responsibilities, and what they're accountable for.
Strategic HRM presentation.pptx
Ulrich splits HR into four key sections:
Strategic Partner. The Strategic Partner is there to help manage
the development and growth of the workforce. They look to the
customer to see what they could make better, and they review the
systems and processes that might help to deliver what the
customer wants and needs more efficiently.
Administrative Expert. The Administrative Expert has more of an
internally focused role. They manage costs, people and the overall
delivery of the day-to-day 'business as usual' output.
Change Agent. The Change Agent looks into the company's
overall culture and thinks about how it can be better, both from a
personal and professional perspective. They'll connect with line
managers to lead and facilitate change to make the organisation
a better place for everyone.
Employee Champion (Advocate). The Employee Champion
aids employees to speak up and to ensure they feel heard and
respected at work. They support the delivery of processes and
practicalities that ensure safeguarding, and they can also help to
make sure the company's people are happier and healthier, which
is of huge overall benefit to the organisation.
Strategic HRM presentation.pptx
BENEFITS OF ULRICH MODEL
The main benefits can be summarized as:
1. Quicker response to the need of the management
2. Quicker response to the changed conditions in the organization
3. Proactive HR approach towards its internal and external clients
4. Different HR Organization based on the job content and the needs of the
customers
5. Better methodology for the HR Measurement
Reasons for Dramatic Shift in HR’s emerging
Roles
1)Social Media Influence
➢ Ten years ago, social media was fairly new and a little unsettling for
business leaders and HR. Social Media was considered as a distraction that
threatened to decrease productivity.
➢ But now a more relaxed attitude prevails.
➢ In the next decade, companies may well abandon e-mail and use social
media or other instant messaging tools as their primary internal
communication vehicle
Percentage of companies that track which websites
employees visit
2)Personalization of Employee Benefits
● Till around a decade ago Health and retirement
programs were among the most common benefits
employers provided, and benefit offerings were relatively
limited.
● But now, though employees still value the basics, but
they also want more flexible and individualized benefits.
Companies have responded by recalibrating their perks
to remain competitive in the war for talent.
Strategic HRM presentation.pptx
Eg: Retail giant Amazon, for example, offers its hourly employees a generous tuition
benefit and onsite schooling. The company trains workers for jobs outside of
Amazon.The Career Choice program offers up to 95 percent reimbursement of tuition
and fees (up to $12,000 over four years) to train employees in high-demand fields in
regions where they work.
3)Feedback Becomes Fluid
● In earlier times Companies relied heavily on annual reviews to
assess employees’ performance and provide feedback
● But now, Companies are adopting a less formal and more flexible
approach.
● After Microsoft moved away from stacked ranking in 2013,
managers began using a process called Connects, in which workers
get real-time feedback without structured reviews.
● Instead of numbered rankings, the employees impact over the
last two to three months, their anticipated future impact, what they
learned from various experiences and how they grew
professionally is now analyzed
● And instead of encouraging competition among colleagues, the
system fosters collaboration.
● Employees are assessed on how they worked with their teams
and contributed to others’ success.
4)Remote Work
A Society for Human Resource Management study showed that
three times as many companies offered telework last year than did
in 1996. That gives leeway to both workers and employers, who
can vastly expand their pool of job candidates as it doesn’t have to
be someone local for a job. Companies can work with someone
across the world.
Flexible work arrangements and schedules have also brought
about a different way to evaluate work.
5) HR Analytics
THEN: Some HR managers were experimenting with using metrics to
measure the cost and impact of workforce programs and HR initiatives,
but few HR professionals had any background in data analysis.
NOW: A growing recognition of the need for HR practitioners with
expertise in data skills
While analytics have gotten off to a sluggish start, the use of data to
assess and improve everything from recruitment to health and safety to
succession strategies will be the hottest and biggest game-changing
trend in HR
Strategic HRM presentation.pptx
BARRIERS TO STRATEGIC HRM
The main reason is a lack of growth strategy or failure to
implement one. Other major barriers are summarized as
follows:
1. Inducing the vision and mission of the change effort.
2. High resistance due to lack of cooperation from the bottom
line.
3. Interdepartmental conflict.
4. The commitment of the entire senior management team.
5. Plans that integrate internal resource with external
requirements.
7. The status quo approach of employees.
8. Fear of incompetency of senior level managers to take up strategic
steps.
9. Diverse workforce with competitive skill sets.
10. Fear towards victimisation in the wake of failures.
11. Improper strategic assignments and leadership conflict over
authority.
12. Ramifications for power relations.
13. Vulnerability to legislative changes.
14. Resistance that comes through the legitimate labour institutions.
15. Presence of an active labour union.
16. Rapid structural changes.
17. Economic and market pressures influenced the adoption of strategic HRM.
18. More diverse, outward looking approach.
Strategic HRM presentation.pptx

More Related Content

Similar to Strategic HRM presentation.pptx

Employee job retention
Employee job retentionEmployee job retention
Employee job retention
John Williams
 
gocareerguide-Careerdevelopment by gocareerguide.com
gocareerguide-Careerdevelopment by gocareerguide.comgocareerguide-Careerdevelopment by gocareerguide.com
gocareerguide-Careerdevelopment by gocareerguide.com
Carmor Bass
 
HRM and Organizational Effectiveness
HRM and Organizational EffectivenessHRM and Organizational Effectiveness
HRM and Organizational Effectiveness
estme
 
HRM and Organizational Effectiveness
HRM and Organizational EffectivenessHRM and Organizational Effectiveness
HRM and Organizational Effectiveness
estme
 
Career development
Career developmentCareer development
Career development
Rai Blanquera
 
Hrm
HrmHrm
6.18.pdfChapter 1 TopicsThe Next Generation HRCorey .docx
6.18.pdfChapter 1 TopicsThe Next Generation HRCorey .docx6.18.pdfChapter 1 TopicsThe Next Generation HRCorey .docx
6.18.pdfChapter 1 TopicsThe Next Generation HRCorey .docx
evonnehoggarth79783
 
Notes hrad mod 1 and mod 2 partly
Notes hrad mod 1 and mod 2 partlyNotes hrad mod 1 and mod 2 partly
Notes hrad mod 1 and mod 2 partly
kuttancs4
 
Industrial Relations-----TATA (1).docx
Industrial Relations-----TATA (1).docxIndustrial Relations-----TATA (1).docx
Industrial Relations-----TATA (1).docx
KhajaPasha33
 
HRM_Module_1.pptx
HRM_Module_1.pptxHRM_Module_1.pptx
HRM_Module_1.pptx
Soma Donthu
 
Week One HRM B.COM.pptx
Week One HRM B.COM.pptxWeek One HRM B.COM.pptx
Week One HRM B.COM.pptx
MusangabuEarnest
 
HR management lecture
HR management lectureHR management lecture
HR management lecture
Kristīne Golubeva
 
HR Competencies - Wyane Brockbank
HR Competencies - Wyane Brockbank HR Competencies - Wyane Brockbank
HR Competencies - Wyane Brockbank
Shyam Iyer
 
HRM & ITS FUNCTIONS.pptx
HRM & ITS FUNCTIONS.pptxHRM & ITS FUNCTIONS.pptx
HRM & ITS FUNCTIONS.pptx
tabusam1
 
Sample assignment 2
Sample assignment 2Sample assignment 2
Sample assignment 2
Sanjeev Kumar
 
Riphah ADP B.M_ Human Resource Management
Riphah ADP B.M_ Human Resource ManagementRiphah ADP B.M_ Human Resource Management
Riphah ADP B.M_ Human Resource Management
DevelopmentGMS
 
CUBCL HRM Dec 15.pptx
CUBCL   HRM Dec 15.pptxCUBCL   HRM Dec 15.pptx
CUBCL HRM Dec 15.pptx
jo bitonio
 
HRM Final Exam-1.doc
HRM Final Exam-1.docHRM Final Exam-1.doc
HRM Final Exam-1.doc
Mikealay Desta
 
HRM new.pptx
HRM new.pptxHRM new.pptx
HRM new.pptx
SiddharthSarkar15
 

Similar to Strategic HRM presentation.pptx (20)

Employee job retention
Employee job retentionEmployee job retention
Employee job retention
 
GROUP 1 PPT.pptx
GROUP 1 PPT.pptxGROUP 1 PPT.pptx
GROUP 1 PPT.pptx
 
gocareerguide-Careerdevelopment by gocareerguide.com
gocareerguide-Careerdevelopment by gocareerguide.comgocareerguide-Careerdevelopment by gocareerguide.com
gocareerguide-Careerdevelopment by gocareerguide.com
 
HRM and Organizational Effectiveness
HRM and Organizational EffectivenessHRM and Organizational Effectiveness
HRM and Organizational Effectiveness
 
HRM and Organizational Effectiveness
HRM and Organizational EffectivenessHRM and Organizational Effectiveness
HRM and Organizational Effectiveness
 
Career development
Career developmentCareer development
Career development
 
Hrm
HrmHrm
Hrm
 
6.18.pdfChapter 1 TopicsThe Next Generation HRCorey .docx
6.18.pdfChapter 1 TopicsThe Next Generation HRCorey .docx6.18.pdfChapter 1 TopicsThe Next Generation HRCorey .docx
6.18.pdfChapter 1 TopicsThe Next Generation HRCorey .docx
 
Notes hrad mod 1 and mod 2 partly
Notes hrad mod 1 and mod 2 partlyNotes hrad mod 1 and mod 2 partly
Notes hrad mod 1 and mod 2 partly
 
Industrial Relations-----TATA (1).docx
Industrial Relations-----TATA (1).docxIndustrial Relations-----TATA (1).docx
Industrial Relations-----TATA (1).docx
 
HRM_Module_1.pptx
HRM_Module_1.pptxHRM_Module_1.pptx
HRM_Module_1.pptx
 
Week One HRM B.COM.pptx
Week One HRM B.COM.pptxWeek One HRM B.COM.pptx
Week One HRM B.COM.pptx
 
HR management lecture
HR management lectureHR management lecture
HR management lecture
 
HR Competencies - Wyane Brockbank
HR Competencies - Wyane Brockbank HR Competencies - Wyane Brockbank
HR Competencies - Wyane Brockbank
 
HRM & ITS FUNCTIONS.pptx
HRM & ITS FUNCTIONS.pptxHRM & ITS FUNCTIONS.pptx
HRM & ITS FUNCTIONS.pptx
 
Sample assignment 2
Sample assignment 2Sample assignment 2
Sample assignment 2
 
Riphah ADP B.M_ Human Resource Management
Riphah ADP B.M_ Human Resource ManagementRiphah ADP B.M_ Human Resource Management
Riphah ADP B.M_ Human Resource Management
 
CUBCL HRM Dec 15.pptx
CUBCL   HRM Dec 15.pptxCUBCL   HRM Dec 15.pptx
CUBCL HRM Dec 15.pptx
 
HRM Final Exam-1.doc
HRM Final Exam-1.docHRM Final Exam-1.doc
HRM Final Exam-1.doc
 
HRM new.pptx
HRM new.pptxHRM new.pptx
HRM new.pptx
 

Recently uploaded

KineMaster Diamond APK v7.3.11.32200 (4K HD, No Watermark)
KineMaster Diamond APK v7.3.11.32200 (4K HD, No Watermark)KineMaster Diamond APK v7.3.11.32200 (4K HD, No Watermark)
KineMaster Diamond APK v7.3.11.32200 (4K HD, No Watermark)
APKs Pure
 
Pricing sophistication - auto insurance telematics
Pricing sophistication - auto insurance telematicsPricing sophistication - auto insurance telematics
Pricing sophistication - auto insurance telematics
Matteo Carbone
 
Destor.One - Business Presentation Dec22.pdf
Destor.One - Business Presentation Dec22.pdfDestor.One - Business Presentation Dec22.pdf
Destor.One - Business Presentation Dec22.pdf
Thales Jacobi
 
PETAVIT SIP-05.pdfAAAAAAAAAAAAAAAAAAAAAAAAA
PETAVIT SIP-05.pdfAAAAAAAAAAAAAAAAAAAAAAAAAPETAVIT SIP-05.pdfAAAAAAAAAAAAAAAAAAAAAAAAA
PETAVIT SIP-05.pdfAAAAAAAAAAAAAAAAAAAAAAAAA
lawrenceads01
 
You Get Me! Leveraging Communication Styles in Virtual Trainingpptx
You Get Me! Leveraging Communication Styles in Virtual TrainingpptxYou Get Me! Leveraging Communication Styles in Virtual Trainingpptx
You Get Me! Leveraging Communication Styles in Virtual Trainingpptx
Cynthia Clay
 
Discover who your target audience is and reach them
Discover who your target audience is and reach themDiscover who your target audience is and reach them
Discover who your target audience is and reach them
Quibble
 
Family/Indoor Entertainment Centers Market: Regulation and Compliance Updates
Family/Indoor Entertainment Centers Market: Regulation and Compliance UpdatesFamily/Indoor Entertainment Centers Market: Regulation and Compliance Updates
Family/Indoor Entertainment Centers Market: Regulation and Compliance Updates
AishwaryaDoiphode3
 
Corporate Governance for South African Mining Companies
Corporate Governance for South African Mining CompaniesCorporate Governance for South African Mining Companies
Corporate Governance for South African Mining Companies
James AH Campbell
 
NewBase 05 July 2024 Energy News issue - 1736 by Khaled Al Awadi_compresse...
NewBase   05 July 2024  Energy News issue - 1736 by Khaled Al Awadi_compresse...NewBase   05 July 2024  Energy News issue - 1736 by Khaled Al Awadi_compresse...
NewBase 05 July 2024 Energy News issue - 1736 by Khaled Al Awadi_compresse...
Khaled Al Awadi
 
Anton Grutzmache- Ominisient: The Data Revolution in Banking: From Scoring Cr...
Anton Grutzmache- Ominisient: The Data Revolution in Banking: From Scoring Cr...Anton Grutzmache- Ominisient: The Data Revolution in Banking: From Scoring Cr...
Anton Grutzmache- Ominisient: The Data Revolution in Banking: From Scoring Cr...
itnewsafrica
 
Best Practices in Negotiation for Business Management Students
Best Practices in Negotiation for Business Management StudentsBest Practices in Negotiation for Business Management Students
Best Practices in Negotiation for Business Management Students
zoyaws1
 
Entrepreneurial mindset: An Introduction to Entrepreneurship
Entrepreneurial mindset: An Introduction to EntrepreneurshipEntrepreneurial mindset: An Introduction to Entrepreneurship
Entrepreneurial mindset: An Introduction to Entrepreneurship
Sanjay Joshi
 
Credit Card Stats And Trends in 2024- Webpays
Credit Card Stats And Trends in 2024- WebpaysCredit Card Stats And Trends in 2024- Webpays
Credit Card Stats And Trends in 2024- Webpays
itio Innovex Pvt Ltv
 
DEKISH ELEVATOR INDIA PVT LTD Brochure.pdf
DEKISH ELEVATOR INDIA PVT LTD Brochure.pdfDEKISH ELEVATOR INDIA PVT LTD Brochure.pdf
DEKISH ELEVATOR INDIA PVT LTD Brochure.pdf
unosafeads
 
TALENT ACQUISITION AND MANAGEMENT LECTURE 2
TALENT ACQUISITION AND MANAGEMENT LECTURE 2TALENT ACQUISITION AND MANAGEMENT LECTURE 2
TALENT ACQUISITION AND MANAGEMENT LECTURE 2
projectseasy
 
Navigating Change Strategies for Effective Transition and Operational Plannin...
Navigating Change Strategies for Effective Transition and Operational Plannin...Navigating Change Strategies for Effective Transition and Operational Plannin...
Navigating Change Strategies for Effective Transition and Operational Plannin...
Brian Frerichs
 
A Complete Guide of Dubai Freelance Visa and Permit in 2024
A Complete Guide of Dubai Freelance Visa and Permit in 2024A Complete Guide of Dubai Freelance Visa and Permit in 2024
A Complete Guide of Dubai Freelance Visa and Permit in 2024
Dubiz
 
Abortion pills in Kuwait))௵+918133066128௹Get Cytotec Pills IN Kuwait City
Abortion pills in Kuwait))௵+918133066128௹Get Cytotec Pills IN Kuwait CityAbortion pills in Kuwait))௵+918133066128௹Get Cytotec Pills IN Kuwait City
Abortion pills in Kuwait))௵+918133066128௹Get Cytotec Pills IN Kuwait City
maishakhanam230
 
Managing Customer & User Experience of Customers
Managing Customer & User Experience of CustomersManaging Customer & User Experience of Customers
Managing Customer & User Experience of Customers
SalmanTahir60
 
MEA Union Budget 2024-25 Final Presentation
MEA Union Budget 2024-25 Final PresentationMEA Union Budget 2024-25 Final Presentation
MEA Union Budget 2024-25 Final Presentation
PhysicsUtu
 

Recently uploaded (20)

KineMaster Diamond APK v7.3.11.32200 (4K HD, No Watermark)
KineMaster Diamond APK v7.3.11.32200 (4K HD, No Watermark)KineMaster Diamond APK v7.3.11.32200 (4K HD, No Watermark)
KineMaster Diamond APK v7.3.11.32200 (4K HD, No Watermark)
 
Pricing sophistication - auto insurance telematics
Pricing sophistication - auto insurance telematicsPricing sophistication - auto insurance telematics
Pricing sophistication - auto insurance telematics
 
Destor.One - Business Presentation Dec22.pdf
Destor.One - Business Presentation Dec22.pdfDestor.One - Business Presentation Dec22.pdf
Destor.One - Business Presentation Dec22.pdf
 
PETAVIT SIP-05.pdfAAAAAAAAAAAAAAAAAAAAAAAAA
PETAVIT SIP-05.pdfAAAAAAAAAAAAAAAAAAAAAAAAAPETAVIT SIP-05.pdfAAAAAAAAAAAAAAAAAAAAAAAAA
PETAVIT SIP-05.pdfAAAAAAAAAAAAAAAAAAAAAAAAA
 
You Get Me! Leveraging Communication Styles in Virtual Trainingpptx
You Get Me! Leveraging Communication Styles in Virtual TrainingpptxYou Get Me! Leveraging Communication Styles in Virtual Trainingpptx
You Get Me! Leveraging Communication Styles in Virtual Trainingpptx
 
Discover who your target audience is and reach them
Discover who your target audience is and reach themDiscover who your target audience is and reach them
Discover who your target audience is and reach them
 
Family/Indoor Entertainment Centers Market: Regulation and Compliance Updates
Family/Indoor Entertainment Centers Market: Regulation and Compliance UpdatesFamily/Indoor Entertainment Centers Market: Regulation and Compliance Updates
Family/Indoor Entertainment Centers Market: Regulation and Compliance Updates
 
Corporate Governance for South African Mining Companies
Corporate Governance for South African Mining CompaniesCorporate Governance for South African Mining Companies
Corporate Governance for South African Mining Companies
 
NewBase 05 July 2024 Energy News issue - 1736 by Khaled Al Awadi_compresse...
NewBase   05 July 2024  Energy News issue - 1736 by Khaled Al Awadi_compresse...NewBase   05 July 2024  Energy News issue - 1736 by Khaled Al Awadi_compresse...
NewBase 05 July 2024 Energy News issue - 1736 by Khaled Al Awadi_compresse...
 
Anton Grutzmache- Ominisient: The Data Revolution in Banking: From Scoring Cr...
Anton Grutzmache- Ominisient: The Data Revolution in Banking: From Scoring Cr...Anton Grutzmache- Ominisient: The Data Revolution in Banking: From Scoring Cr...
Anton Grutzmache- Ominisient: The Data Revolution in Banking: From Scoring Cr...
 
Best Practices in Negotiation for Business Management Students
Best Practices in Negotiation for Business Management StudentsBest Practices in Negotiation for Business Management Students
Best Practices in Negotiation for Business Management Students
 
Entrepreneurial mindset: An Introduction to Entrepreneurship
Entrepreneurial mindset: An Introduction to EntrepreneurshipEntrepreneurial mindset: An Introduction to Entrepreneurship
Entrepreneurial mindset: An Introduction to Entrepreneurship
 
Credit Card Stats And Trends in 2024- Webpays
Credit Card Stats And Trends in 2024- WebpaysCredit Card Stats And Trends in 2024- Webpays
Credit Card Stats And Trends in 2024- Webpays
 
DEKISH ELEVATOR INDIA PVT LTD Brochure.pdf
DEKISH ELEVATOR INDIA PVT LTD Brochure.pdfDEKISH ELEVATOR INDIA PVT LTD Brochure.pdf
DEKISH ELEVATOR INDIA PVT LTD Brochure.pdf
 
TALENT ACQUISITION AND MANAGEMENT LECTURE 2
TALENT ACQUISITION AND MANAGEMENT LECTURE 2TALENT ACQUISITION AND MANAGEMENT LECTURE 2
TALENT ACQUISITION AND MANAGEMENT LECTURE 2
 
Navigating Change Strategies for Effective Transition and Operational Plannin...
Navigating Change Strategies for Effective Transition and Operational Plannin...Navigating Change Strategies for Effective Transition and Operational Plannin...
Navigating Change Strategies for Effective Transition and Operational Plannin...
 
A Complete Guide of Dubai Freelance Visa and Permit in 2024
A Complete Guide of Dubai Freelance Visa and Permit in 2024A Complete Guide of Dubai Freelance Visa and Permit in 2024
A Complete Guide of Dubai Freelance Visa and Permit in 2024
 
Abortion pills in Kuwait))௵+918133066128௹Get Cytotec Pills IN Kuwait City
Abortion pills in Kuwait))௵+918133066128௹Get Cytotec Pills IN Kuwait CityAbortion pills in Kuwait))௵+918133066128௹Get Cytotec Pills IN Kuwait City
Abortion pills in Kuwait))௵+918133066128௹Get Cytotec Pills IN Kuwait City
 
Managing Customer & User Experience of Customers
Managing Customer & User Experience of CustomersManaging Customer & User Experience of Customers
Managing Customer & User Experience of Customers
 
MEA Union Budget 2024-25 Final Presentation
MEA Union Budget 2024-25 Final PresentationMEA Union Budget 2024-25 Final Presentation
MEA Union Budget 2024-25 Final Presentation
 

Strategic HRM presentation.pptx

  • 1. INTRODUCTION TO SHRM GROUP 5 Leel Aswathy Asok Naureen S Midhula G Rishikesh L T
  • 2. Edgar Scheins Three Important roles of HR Professionals ● Edgar Henry Schein born in 1928 is a renowned professor at the MIT Sloan School of Management who has studied extensively in the field of organization management. According to Edgar Schein Organizations do not adopt a culture in a single day, instead it is formed in due course of time as the employees go through various changes, adapt to the external environment and solve problems. They gain from their past experiences and start practicing it everyday thus forming the culture of the workplace.
  • 3. Schein believed that there are three levels in an organization culture.
  • 4. 1. Artifacts The dress code of the employees, office furniture, facilities, behavior of the employees, mission and vision of the organization all come under artifacts and go a long way in deciding the culture of the workplace. 1. Values The values of the individuals working in the organization play an important role in deciding the organization culture. The thought process and attitude of employees have deep impact on the culture of any particular organization. The mindset of the individual associated with any particular organization influences the culture of the workplace.
  • 5. 3. Assumed Values The inner aspects of human nature come under the third level of organization culture. Organizations where female workers dominate their male counterparts do not believe in late sittings as females are not very comfortable with such kind of culture. Male employees on the other hand would be more aggressive and would not have any problems with late sittings. The organizations follow certain practices which are not discussed often but understood on their own. Such rules form the third level of the organization culture.
  • 6. Multiple Role Model for HRM ❖ The David Ulrich HR model (also called as Multiple Model of HRM) was introduced in 1995 as a way of organising HR functions. ❖ Meant particularly for large corporations with big and unwieldy teams, the model is designed to streamline ways of working and ensure every team member is clear on their roles and responsibilities, and what they're accountable for.
  • 8. Ulrich splits HR into four key sections: Strategic Partner. The Strategic Partner is there to help manage the development and growth of the workforce. They look to the customer to see what they could make better, and they review the systems and processes that might help to deliver what the customer wants and needs more efficiently. Administrative Expert. The Administrative Expert has more of an internally focused role. They manage costs, people and the overall delivery of the day-to-day 'business as usual' output.
  • 9. Change Agent. The Change Agent looks into the company's overall culture and thinks about how it can be better, both from a personal and professional perspective. They'll connect with line managers to lead and facilitate change to make the organisation a better place for everyone. Employee Champion (Advocate). The Employee Champion aids employees to speak up and to ensure they feel heard and respected at work. They support the delivery of processes and practicalities that ensure safeguarding, and they can also help to make sure the company's people are happier and healthier, which is of huge overall benefit to the organisation.
  • 11. BENEFITS OF ULRICH MODEL The main benefits can be summarized as: 1. Quicker response to the need of the management 2. Quicker response to the changed conditions in the organization 3. Proactive HR approach towards its internal and external clients 4. Different HR Organization based on the job content and the needs of the customers 5. Better methodology for the HR Measurement
  • 12. Reasons for Dramatic Shift in HR’s emerging Roles 1)Social Media Influence ➢ Ten years ago, social media was fairly new and a little unsettling for business leaders and HR. Social Media was considered as a distraction that threatened to decrease productivity. ➢ But now a more relaxed attitude prevails. ➢ In the next decade, companies may well abandon e-mail and use social media or other instant messaging tools as their primary internal communication vehicle
  • 13. Percentage of companies that track which websites employees visit
  • 14. 2)Personalization of Employee Benefits ● Till around a decade ago Health and retirement programs were among the most common benefits employers provided, and benefit offerings were relatively limited. ● But now, though employees still value the basics, but they also want more flexible and individualized benefits. Companies have responded by recalibrating their perks to remain competitive in the war for talent.
  • 16. Eg: Retail giant Amazon, for example, offers its hourly employees a generous tuition benefit and onsite schooling. The company trains workers for jobs outside of Amazon.The Career Choice program offers up to 95 percent reimbursement of tuition and fees (up to $12,000 over four years) to train employees in high-demand fields in regions where they work.
  • 17. 3)Feedback Becomes Fluid ● In earlier times Companies relied heavily on annual reviews to assess employees’ performance and provide feedback ● But now, Companies are adopting a less formal and more flexible approach. ● After Microsoft moved away from stacked ranking in 2013, managers began using a process called Connects, in which workers get real-time feedback without structured reviews.
  • 18. ● Instead of numbered rankings, the employees impact over the last two to three months, their anticipated future impact, what they learned from various experiences and how they grew professionally is now analyzed ● And instead of encouraging competition among colleagues, the system fosters collaboration. ● Employees are assessed on how they worked with their teams and contributed to others’ success.
  • 19. 4)Remote Work A Society for Human Resource Management study showed that three times as many companies offered telework last year than did in 1996. That gives leeway to both workers and employers, who can vastly expand their pool of job candidates as it doesn’t have to be someone local for a job. Companies can work with someone across the world. Flexible work arrangements and schedules have also brought about a different way to evaluate work.
  • 20. 5) HR Analytics THEN: Some HR managers were experimenting with using metrics to measure the cost and impact of workforce programs and HR initiatives, but few HR professionals had any background in data analysis. NOW: A growing recognition of the need for HR practitioners with expertise in data skills While analytics have gotten off to a sluggish start, the use of data to assess and improve everything from recruitment to health and safety to succession strategies will be the hottest and biggest game-changing trend in HR
  • 22. BARRIERS TO STRATEGIC HRM The main reason is a lack of growth strategy or failure to implement one. Other major barriers are summarized as follows: 1. Inducing the vision and mission of the change effort. 2. High resistance due to lack of cooperation from the bottom line. 3. Interdepartmental conflict. 4. The commitment of the entire senior management team. 5. Plans that integrate internal resource with external requirements.
  • 23. 7. The status quo approach of employees. 8. Fear of incompetency of senior level managers to take up strategic steps. 9. Diverse workforce with competitive skill sets. 10. Fear towards victimisation in the wake of failures. 11. Improper strategic assignments and leadership conflict over authority.
  • 24. 12. Ramifications for power relations. 13. Vulnerability to legislative changes. 14. Resistance that comes through the legitimate labour institutions. 15. Presence of an active labour union. 16. Rapid structural changes. 17. Economic and market pressures influenced the adoption of strategic HRM. 18. More diverse, outward looking approach.