The document discusses several topics related to changes in the role of human resource management (HRM). Historically, HR focused on administrative tasks but now plays a more strategic role in organizations. New challenges for HRM include managing a diverse workforce, retaining top talent, balancing work and life, and selecting employees effectively amid various internal and external factors. Technology is transforming HRM practices through tools that improve recruitment, training, data storage, and performance management. Globalization also impacts HRM as practices must consider both local and global employees. Finally, ethics and legal issues are important considerations for HRM.
https://samahconsult.com/hcm/
Human Capital Management (HCM), along with its associated services, solutions, and platforms, is a crucial facet of contemporary business operations. With 25 years of experience in various HCM system implementation including Oracle HR, I've witnessed the evolution of HCM and its profound impact on organizations. Call to 971 523002247.
info@samahconsult.com
https://www.facebook.com/SamahAlShamsIT
https://www.instagram.com/samah_al_shams_it/
https://twitter.com/samah_al_shams
https://in.pinterest.com/dayanandahebbar/samahconsultant/
https://www.linkedin.com/company/samah-al-shams-it/%20
“Customer experience and the future of work” is an MIT Technology Review Insights report
sponsored by Genesys. To produce the report, MIT Technology Review Insights conducted
a global survey of 800 senior executives to find out how organizations have reassessed
their customer experience (CX) workforce and processes in the post-pandemic era. The
respondents are distributed across 20 countries in North America, Europe, Asia, and Latin
America, and most have direct responsibility over CX functions in their organization. The
research also included a series of interviews with business executives and academics on
customer experience and the future of work. Ross O’Brien was the author of the report,
Francesca Fanshawe was the editor, and Nicola Crepaldi and Natasha Conteh were the
producers. The research is editorially independent, and the views expressed are those of
MIT Technology Review Insights
Strategic People Management for the 21st CenturyAdrian Boucek
The challenge from an HR standpoint is that 20th century tools and approaches don’t work in the fast-changing, 21st century workplace. Strategic people management – where HR initiatives are directly tied to business goals – is critical.
https://samahconsult.com/hcm/
Human Capital Management (HCM), along with its associated services, solutions, and platforms, is a crucial facet of contemporary business operations. With 25 years of experience in various HCM system implementation including Oracle HR, I've witnessed the evolution of HCM and its profound impact on organizations. Call to 971 523002247.
info@samahconsult.com
https://www.facebook.com/SamahAlShamsIT
https://www.instagram.com/samah_al_shams_it/
https://twitter.com/samah_al_shams
https://in.pinterest.com/dayanandahebbar/samahconsultant/
https://www.linkedin.com/company/samah-al-shams-it/%20
“Customer experience and the future of work” is an MIT Technology Review Insights report
sponsored by Genesys. To produce the report, MIT Technology Review Insights conducted
a global survey of 800 senior executives to find out how organizations have reassessed
their customer experience (CX) workforce and processes in the post-pandemic era. The
respondents are distributed across 20 countries in North America, Europe, Asia, and Latin
America, and most have direct responsibility over CX functions in their organization. The
research also included a series of interviews with business executives and academics on
customer experience and the future of work. Ross O’Brien was the author of the report,
Francesca Fanshawe was the editor, and Nicola Crepaldi and Natasha Conteh were the
producers. The research is editorially independent, and the views expressed are those of
MIT Technology Review Insights
Strategic People Management for the 21st CenturyAdrian Boucek
The challenge from an HR standpoint is that 20th century tools and approaches don’t work in the fast-changing, 21st century workplace. Strategic people management – where HR initiatives are directly tied to business goals – is critical.
employment hiring issues in the modern workforceaamaxintern
The modern workforce is characterized by rapid changes and evolving challenges. Navigating these challenges requires a strategic and proactive approach to hiring. Employers must address the skills gap, streamline hiring processes, and eliminate biases to attract diverse and qualified candidates. Embracing remote work, offering competitive compensation, and fostering an inclusive culture are essential for staying competitive in today's job market.
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.
Combining seasoned experts, tested processes, and scalable technologies built from decades of experience managing payroll complexity – ADP GlobalView HCM is a powerful, intuitive, global Human Capital Management (HCM) infrastructure that supports finance, HR and other departments, enabling organizational change and agility worldwide.
CIO Priorities for 2022 – Building Sustainable, Robust Workforce Development ...Enterprise Insider
Understanding employee requirements and everyday challenges is the first step to retaining and developing a company’s workforce and increasing productivity. It’s more important than ever for leaders to recognize the need of enhanced workforce development programs, since out-of-date and underdeveloped training could cost them their best employees as well as their bottom line.
Strategic human resource management in a changing environmentManoah Baal
Strategic human resource management in a changing environment Chapter 02. A class discussion in Human resource management The process of hiring and developing employees so that they become more valuable to the organization
Human Resource Management System (HRMS) has become a critical tool at the modern workplace. It deals with matters such as salary, hiring, training & development, performance appraisal, attendance, and other areas including Employee Self Service. HR heads have the task of choosing the right technology and Human Resource Management System (HRMS) for managing the entire employee lifecycle – both globally and locally. For most organisations, this has proved easier said than done. Choosing from among on-premise and cloud-based solutions can be difficult for decision-makers.
REW ARD AND COMPENSATION STRATEGY ISSUES ANDCHALLENGESS.docxjoellemurphey
REW ARD AND COMPENSATION STRATEGY: ISSUES AND
CHALLENGES
Sami A. Khan
The procurement, development and retaining of employees have never been so
important than today in most of the organizations worldwide. Companies are
relentlessly searching for ways to retain their core employees. Understand-
ing the interlinkages between peljormance management strategy, training
and development strategy. compensation strategy. and deployment of em-
ployees has become very vital for attracting, motivating and retaining good
employees. In this era of restructuring and downsizing, much needs to be
done by the employers to motivate their employees. The companies who are
restructuring themselves are finding it difficult to keep up the morale of their
employees. In many cases. the huge incentive and performance related pay
systems have failed, and the psychological contract between employees and
employers is under the process of redefinition. To sustain the motivational
level of employees. organizations must demonstrate to them a close link be-
tween performance and rewards. This is the rationale which is advocated
for the Lise of merit pay. But in spite of its attractiveness. the PRP and ESOP
sometimes bring about results precisely the opposite from the desired ones.
The role of H R manager has to be a facilitator's one to encourage line man-
agers in creating such an environment. The communication level between
the different st'akeholders is also required to be high to dispel any misunder-
standing and then a right kind of performance based work culture can be
nurtured.
INTRODUCTION
1fhe decade of the 90s will be known for mergers, acquisitions,restructuring and downsizing in business history. Companies. started looking beyond the internal boundaries for repositioning them-
selves to face the eventuality of the new, complex and fast-changing busi-
ness scenario. Though this was a difficult proposition for them as the rules
ofthe game were changing very fast, some ofthem grabbed this opportunity
nicely and became winners whereas some lagged behind. Gary Hamel re-
Management & Change. Volume 4. Number I (January-June 2000)
~ 2000 Institute for Integrated Learning in Management. All Rights Reserved.
92 Reward and Compensation Strategy: Issues and Challenges
marks that, "simply catching up to where others have been is necessary to
stay in the game, but the winners will be those companies who have the
ability to invent fundamentally new games." He is of the view that what-
ever any organization needs to know to create the future, it can. Microsoft
knew what it wanted as did CNN. He poses a question: Why was it CNN
rather than the BBC that created the global news network?!
In fact, the success of the company depended on its adaptability, re-
~ponsiveness and the extent of new learning. A business strategy with a
facilitating structure, system and processes acquired more attention in the
firms at the tail end of the twentieth century. The people management ...
Understand the complexities of human behaviour at workplace -Rahul NamjoshiAnil Kaushik
The biggest challenge for any HR professional in media/Radio industry in the near future will centre how they leverage the evolving world of technology and countless systems designed to improve efficiency and productivity, without losing sight of the humanity that enables people to thrive in their role.
Running head EMPLOYEE SELECTION PROCESS 1EMPLOYEE SELEC.docxjeanettehully
Running head: EMPLOYEE SELECTION PROCESS
1
EMPLOYEE SELECTION PROCESS
9
Employee Selection Process
Student’s Name
Institutional Affiliation
The Process of Selecting the Right Employees
Introduction
What is the most vital aspect of an organization? Well, some people would say it is the finances and processes that have been put in place to advance its business strategy. Raub (2017) states that without a doubt, the people that make up the organization are the most critical component. The position of Raub (2017) is correct because it is people who drive processes, manage finances, and make vital decisions that drive organizational strategy. Having the most qualified and motivated people in the right positions and roles can be the differentiating factor between the success of the business versus its failure. The method of hiring employees should be based on the most effective human resource policy and procedures to ensure that the right people are recruited to the right roles. In this essay, we discuss the process of selecting the best workers of the retailer in question.
Strategy Types
Cost leadership, differentiation, and focus strategies are ways through which companies can gain a competitive advantage in the market. Cost leadership is a strategy often used by business firms to reduce production costs below those of competitors or industry average and increase efficiencies. Dombrowski, Krenkel, and Wullbrandt (2018) explain that cost leadership is about reducing the costs and producing the least expensive products in the industry to gain and boost the market share.
Firstly, companies can implement a cost leadership strategy by increasing their profits through cost reduction, while charging prices within the range of industry-averages. Secondly, the approach is achieved by lowering prices to increase market share, while still ensuring that reasonable profits are being made because production costs have been reduced (Dombrowski, Krenkel & Wullbrandt, 2018). To implement this strategy, the organization must have access to resources needed to invest in the most efficient technology to help reduce prices. Two, the supply chain management process must be very efficient and must have a low-cost base regarding facilities, materials, and labor.
Differentiation is about having quality products and services that are more attractive and stand out from the rest of the competition. Since the retail industry has almost similar goods, the organization can differentiate its products and services in terms of brand image, support, and customer service. Achieving differentiation requires robust research, innovation, and development team, the ability to produce and deliver the best goods and services, and an effective sales, promotion, and marketing strategy. Companies that have achieved differentiation have leaner processes that focus on innovation and quality in production and delivery.
Lastly, the focus strategy concentrates on a specific niche o ...
Employment Hiring issues in The Modern Workforce.aamaxintern
The process of hiring employees has always been a critical component of business operations. impacting organizational success and sustainability. However, the modern workforce is evolving at a light speed due to technological advancement, globalization, and demographic change and shifting workplace norms. These changes have ushered in new complexities and challenges in hiring, which businesses have to maneuver if they are to attract and retain top talent effectively. This article explores the multifaceted nature of employment hiring issues.
examining their causes, impacts, and potential solutions
employment hiring issues in the modern workforceaamaxintern
The modern workforce is characterized by rapid changes and evolving challenges. Navigating these challenges requires a strategic and proactive approach to hiring. Employers must address the skills gap, streamline hiring processes, and eliminate biases to attract diverse and qualified candidates. Embracing remote work, offering competitive compensation, and fostering an inclusive culture are essential for staying competitive in today's job market.
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.
Combining seasoned experts, tested processes, and scalable technologies built from decades of experience managing payroll complexity – ADP GlobalView HCM is a powerful, intuitive, global Human Capital Management (HCM) infrastructure that supports finance, HR and other departments, enabling organizational change and agility worldwide.
CIO Priorities for 2022 – Building Sustainable, Robust Workforce Development ...Enterprise Insider
Understanding employee requirements and everyday challenges is the first step to retaining and developing a company’s workforce and increasing productivity. It’s more important than ever for leaders to recognize the need of enhanced workforce development programs, since out-of-date and underdeveloped training could cost them their best employees as well as their bottom line.
Strategic human resource management in a changing environmentManoah Baal
Strategic human resource management in a changing environment Chapter 02. A class discussion in Human resource management The process of hiring and developing employees so that they become more valuable to the organization
Human Resource Management System (HRMS) has become a critical tool at the modern workplace. It deals with matters such as salary, hiring, training & development, performance appraisal, attendance, and other areas including Employee Self Service. HR heads have the task of choosing the right technology and Human Resource Management System (HRMS) for managing the entire employee lifecycle – both globally and locally. For most organisations, this has proved easier said than done. Choosing from among on-premise and cloud-based solutions can be difficult for decision-makers.
REW ARD AND COMPENSATION STRATEGY ISSUES ANDCHALLENGESS.docxjoellemurphey
REW ARD AND COMPENSATION STRATEGY: ISSUES AND
CHALLENGES
Sami A. Khan
The procurement, development and retaining of employees have never been so
important than today in most of the organizations worldwide. Companies are
relentlessly searching for ways to retain their core employees. Understand-
ing the interlinkages between peljormance management strategy, training
and development strategy. compensation strategy. and deployment of em-
ployees has become very vital for attracting, motivating and retaining good
employees. In this era of restructuring and downsizing, much needs to be
done by the employers to motivate their employees. The companies who are
restructuring themselves are finding it difficult to keep up the morale of their
employees. In many cases. the huge incentive and performance related pay
systems have failed, and the psychological contract between employees and
employers is under the process of redefinition. To sustain the motivational
level of employees. organizations must demonstrate to them a close link be-
tween performance and rewards. This is the rationale which is advocated
for the Lise of merit pay. But in spite of its attractiveness. the PRP and ESOP
sometimes bring about results precisely the opposite from the desired ones.
The role of H R manager has to be a facilitator's one to encourage line man-
agers in creating such an environment. The communication level between
the different st'akeholders is also required to be high to dispel any misunder-
standing and then a right kind of performance based work culture can be
nurtured.
INTRODUCTION
1fhe decade of the 90s will be known for mergers, acquisitions,restructuring and downsizing in business history. Companies. started looking beyond the internal boundaries for repositioning them-
selves to face the eventuality of the new, complex and fast-changing busi-
ness scenario. Though this was a difficult proposition for them as the rules
ofthe game were changing very fast, some ofthem grabbed this opportunity
nicely and became winners whereas some lagged behind. Gary Hamel re-
Management & Change. Volume 4. Number I (January-June 2000)
~ 2000 Institute for Integrated Learning in Management. All Rights Reserved.
92 Reward and Compensation Strategy: Issues and Challenges
marks that, "simply catching up to where others have been is necessary to
stay in the game, but the winners will be those companies who have the
ability to invent fundamentally new games." He is of the view that what-
ever any organization needs to know to create the future, it can. Microsoft
knew what it wanted as did CNN. He poses a question: Why was it CNN
rather than the BBC that created the global news network?!
In fact, the success of the company depended on its adaptability, re-
~ponsiveness and the extent of new learning. A business strategy with a
facilitating structure, system and processes acquired more attention in the
firms at the tail end of the twentieth century. The people management ...
Understand the complexities of human behaviour at workplace -Rahul NamjoshiAnil Kaushik
The biggest challenge for any HR professional in media/Radio industry in the near future will centre how they leverage the evolving world of technology and countless systems designed to improve efficiency and productivity, without losing sight of the humanity that enables people to thrive in their role.
Running head EMPLOYEE SELECTION PROCESS 1EMPLOYEE SELEC.docxjeanettehully
Running head: EMPLOYEE SELECTION PROCESS
1
EMPLOYEE SELECTION PROCESS
9
Employee Selection Process
Student’s Name
Institutional Affiliation
The Process of Selecting the Right Employees
Introduction
What is the most vital aspect of an organization? Well, some people would say it is the finances and processes that have been put in place to advance its business strategy. Raub (2017) states that without a doubt, the people that make up the organization are the most critical component. The position of Raub (2017) is correct because it is people who drive processes, manage finances, and make vital decisions that drive organizational strategy. Having the most qualified and motivated people in the right positions and roles can be the differentiating factor between the success of the business versus its failure. The method of hiring employees should be based on the most effective human resource policy and procedures to ensure that the right people are recruited to the right roles. In this essay, we discuss the process of selecting the best workers of the retailer in question.
Strategy Types
Cost leadership, differentiation, and focus strategies are ways through which companies can gain a competitive advantage in the market. Cost leadership is a strategy often used by business firms to reduce production costs below those of competitors or industry average and increase efficiencies. Dombrowski, Krenkel, and Wullbrandt (2018) explain that cost leadership is about reducing the costs and producing the least expensive products in the industry to gain and boost the market share.
Firstly, companies can implement a cost leadership strategy by increasing their profits through cost reduction, while charging prices within the range of industry-averages. Secondly, the approach is achieved by lowering prices to increase market share, while still ensuring that reasonable profits are being made because production costs have been reduced (Dombrowski, Krenkel & Wullbrandt, 2018). To implement this strategy, the organization must have access to resources needed to invest in the most efficient technology to help reduce prices. Two, the supply chain management process must be very efficient and must have a low-cost base regarding facilities, materials, and labor.
Differentiation is about having quality products and services that are more attractive and stand out from the rest of the competition. Since the retail industry has almost similar goods, the organization can differentiate its products and services in terms of brand image, support, and customer service. Achieving differentiation requires robust research, innovation, and development team, the ability to produce and deliver the best goods and services, and an effective sales, promotion, and marketing strategy. Companies that have achieved differentiation have leaner processes that focus on innovation and quality in production and delivery.
Lastly, the focus strategy concentrates on a specific niche o ...
Employment Hiring issues in The Modern Workforce.aamaxintern
The process of hiring employees has always been a critical component of business operations. impacting organizational success and sustainability. However, the modern workforce is evolving at a light speed due to technological advancement, globalization, and demographic change and shifting workplace norms. These changes have ushered in new complexities and challenges in hiring, which businesses have to maneuver if they are to attract and retain top talent effectively. This article explores the multifaceted nature of employment hiring issues.
examining their causes, impacts, and potential solutions
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
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You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
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NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
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This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
2. Introduction
Historically, the HR Department was viewed as
administrative overhead.
HR processed payroll, handled benefits
administration, kept personnel files and other
records, managed the hiring process, and provided
other administrative support to the organization
The role of Human Resources is changing as fast as
technology and the global marketplace
9/29/2022
3. Introduction
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.
9/29/2022
5. Technological Changes And HRM
9/29/2022
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 organisational 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
6. MANAGING WORKFORCE DIVERSITY
9/29/2022
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
7. High-Performance Work Systems
High-performance work systems are organizations that have the best
possible fit between their social system and technical system.
Self-managed teams and decentralization of decision making
Selective hiring of new personnel
Comparatively high compensation including performance and
commitment incentives (e.g., financial incentives)
Management planning and measurement (e.g., improved systems to
measure employee performance)
Extensive training
More cooperative labour relations (e.g., a more consultative
partnership style of labour relations with unions)
Technology (e.g., better IT)
Employment security
Reduced status distinctions and barriers, including dress, language
and office arrangements
9/29/2022
8. 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.
9/29/2022
9. Employee Empowerment
Employee empowerment means giving employees
responsibility and authority to make decisions regarding
all aspects of product development or customer service.
HRM practices such as performance management,
training, work design, and compensation are important
for ensuring the success of employee 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.
9/29/2022
10. 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.
9/29/2022
11. Focus on Strategy
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
jobs.
9/29/2022
12. Focus on Strategy
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 expatriates.
9/29/2022
13. Focus on Strategy
Reengineering:
Reengineering is a complete
review of the organization’s
critical work processes to
make them more efficient and
able to deliver higher quality.
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 such as:
Payroll administration
Training
Recruitment
Selection
9/29/2022
14. Traditional HR vs. Strategic HR
9/29/2022
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 centrer
Line managers
15. 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.
9/29/2022
17. What is Challenge ?
9/29/2022
A call to take part in a contest or competition……
What is a Challenge for HRM ?
Now a days HR duties & responsibility has become a challenge for
HRM to compete with global competitors(MNCs) & to sustain in the
diversified economy.
18. HRM Challenges…
Globalization
Handling Multicultural / Diverse Workforce
Employee Selection
Training & Development
Balance with Work Life
Retaining Talents
Conflict Managing
9/29/2022
19. How “Globalization” affects to HRM
challenge….
How to face competition from MNCs is a worry for
domestic firms.
As globalization spreads, more foreign firms are
entering domestic market and the challenge
Before domestic firms are going to be much more
severe in the years to come.
9/29/2022
20. Handling Multicultural / Diverse
Workforce
Dealing with people from different ‘age’, ‘gender’, ‘race’,
‘educational background’, ‘location, income’, ‘parental
status’, ‘religious beliefs’, ‘marital status’ and
‘ancestry’ and ‘work experience’ can be a challenging
task for HR managers.
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21. Conflict Managing
HR managers should know how to handle employee-
employer and employee-employee conflicts without
hurting their feelings.
Although it is almost impossible to avoid conflicts
among people still handling them tactfully can help
HR managers to resolve the issues. They should be
able to listen to each party, decide and communicate to
them in a convincing manner in order to avoid future
conflicts.
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22. Retaining Employee…
Globalization has given freedom to working
professionals to work anywhere in the world.
Now that they have endless lucrative opportunities to
work, hiring and retaining the best industry talent is
no joke.
Providing excellent work environment and offering
more remuneration and perks than your competitors
can retain and motivate them.
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23. Balance with work life…
Balancing work and life assumes relevance when both
Husband and wife are employed.
Programmes aiming at work-life balance include:
Child care at or near the workplace
Job sharing
Sick leave policies
Flexible work timing
Care for sick children and employees.
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24. Employee Selection
External Factors:
Recommendations
Political influence
Personal bias
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Internal Factors:
Cost of recruitment
Job analysis
Human resource planning
26. Technology and HRM Practices
Technology changes the way HR departments contact
employees, store files and analyze employee
performance.
Used well, technology makes HR practices more
efficient.
Good HR practices maximize the benefits and
minimize the problems.
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27. Technology and HRM Practices
Companies use all types of technology in human
resource management.
Companies can either use an external software
package or create their own, depending on their
needs
Companies now use Internet-based employee
applications or other technology in human resource
management for finding new employees.
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28. Recruiting Transformed by the
Internet
Before the internet and email, connecting with job
seekers meant phone or a letter.
In the 21st century, it's routine for companies to post
openings online, and require job seekers to apply
through an online applicant tracking system.
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29. Ease of Communication
With email, text and messaging apps it's easier than
ever for HR staff to stay in touch with the rest of the
company.
If a manager wants to share a new schedule with a
project team, one email with an attachment or a
conversation on Slack can share the word with a dozen
people at once
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30. Inventory management tools and
human resource management
Owners of the business are concerned with the profits
made by the business and the entrepreneurs with
business perceptiveness describe that the customer
satisfaction, operational efficiency and leading edge
contributes in the performance of an organization.
Customer needs must be met by customization and by
providing outstanding customer instances.
For this purpose, organizations use HR IT tools to
provide a universal set of products and diversify the
business by providing improved products and services.
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31. Career development and
human capital management
Informational technology tools for career development
are responsible for the learning and management of
personal development of entrepreneurs as well as
development of the employees.
Performance evaluation and career progression is
interlinked with each other and can be a key
motivating factor for the employees to work effectively
and efficiently.
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32. TECHNOLOGIES
USE OF SOME TECHNOLOGY IN HUMAN
RESOURCES MANAGEMENT
Big Data
Cloud
Mobile Technology
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33. ROLE OF TECHNOLOGY IN CHANGING THE
HRM PRACTICES
Recruiting
Training
Data Storage and Retrieval
Performance Management
Ethics and Employee Rights
Motivating Knowledge Workers
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34. NEGATIVE IMPACTS
NEGATIVE IMPACTS ON EMPLOYEES AND
ORGANIZATIONS IN CHANGING THE
TECHNOLOGY
job opportunities may shrink - a large number of
employees become unemployed.
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36. Global vs. Local HRM Practices
In an organization, if the HRM is concerned only with
the interests of domestic employees, it can be termed
as domestic or local HRM or simply HRM.
On the other hand, if the HRM takes care of interests
of global employees along with domestic employees, it
is termed as Global Human Resources Management
(GHRM)
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38. Ethics
Ethics are moral principles that govern a person's
behavior or the conducting of an activity.
Its about being loyal towards your duty, organization
and society in terms of physiological contract.
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39. Ethical culture in work life
Honest communication
Fair treatment
Special consideration
Fair competition
Responsibility to organization
Corporate social responsibility
Respect for law
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40. HR Dilemmas
Right v. Right “Selecting the best option”.
It’s right to tell the truth, but it is also right to be kind
and considerate of peoples’ feelings and emotions.
It’s right to apply rules and procedures equally, without
favoritism, but it is also right to give special treatment
to hard-working, dependable, and productive
employees.
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41. Need of Ethics in HR
Public image
Respect to Employees
Contribution to human Welfare
Protection of social interest
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