This document summarizes recent trends in human resource management. It discusses changes in the labor force including internal and external labor markets. It also describes high performance work systems that aim to increase employee performance through empowerment, skills, and incentives. The document outlines basic HR practices like self-managing teams and training. It then focuses on strategies around quality standards and discusses trends like mergers, downsizing, outsourcing, and expanding into global markets. Finally, it examines technological changes in HR including HRIS systems and e-HRM, as well as changes in employment relationships.

1. Recent Trends in Human Resource
Management
Submitted to:
Dr. Santosh kumari
Assistant Professor
Submitted by:
Kartik rana (3811)
Varun kumar (3819)
Sunny kapoor (3849)
Aakash sharma (3915)
Pankaj nishant (3923)

2. Change in the labour force
Labor Force
-is a general way to refer to all the people willing and able to work.
•Internal Labor Market
- system by which a company looks inside its own organization to find
a suitable person for a senior job, instead of giving the job to someone
from outside the company.
•External Labor Market
- system by which a company looks outside its own organization to
find a suitable person for a senior job, instead of giving the job to
someone who is already working for the company at a lower

3. High performance work system
• System of HRM practices that increase the employees’ empowerment,
knowledge, skills and incentives that ultimately motivate them to
achieve greater performance
• Aim is to create workplaces that are both highly productive and offer
employees high levels of job satisfaction
• To create superior staff performance

4. Basic practices in hr
•self-managing teams
•extensive training
•employment security
•selective hiring
•Job rotation
•TQM programs
•Bonus sharing

5. Focus in strategy
• High quality standard
TQM = a companywide improve the ways people, machines
and systems accomplish work.
• Example:
• Every employee in the organization receives training in
quality
• The Organization promotes cooperation with
vendors,suppliers and customers.

6.  Mergers
-two companies becoming one
 Acquisitions
-one company buying another
 Downsizing
-to make a company or organization smaller by reducing the
number of people working for it
 Reengineering
-a complete review of the organization’s critical work processes
to make them more efficient and able to deliver heigher
quality.
 Outsourcing

7.  Expanding into Global Markets
 The Global Workforce
• Offshoring
– Moving operations from the country where a company is
headquarter to a country where pay rates are lower but the
necessary skills are available.
 International assignments
• Expatriates
- employees who take assignments in other countries.

8. Technological change in HRM
• Human resource information system (HRIS)
1. evaluating program or policies
2. Support day-to-day HR. It can support strategic
decision making
3. It help the organization avoid lawsuits

9.  Electronic human resource management (e-
HRM)
• Employees in different geographic areas can work together.
• Recruiting can include online job postings, applications and
candidate screening from the company’s web site.
• Employees from different geographic locations can all receive
the same training over the company’s computer network.
 Sharing of Human Resource Information
Self-service
system in which employees have online access to information about HR
issues and go online to enroll themselves in programs and provide
feedback through surveys.

10. Change in employment relationhip
• Psychological Contract
A description of what an employee expects to contribute in
an employee relationship and what the employer will
provide the employee in exchange for those contributions
• Alternative work arrangements
Methods of staffing other than traditional hiring of full-time
employees
•Independent contractors
•Contract company workers
•Temporary workers
•On Call workers

11. THANK YOU