Presentation Made By:SaumyaPrakhar

Anil YadavDuugi

Contemporary Issues in HRM

Human resource managers face a myriad challenges with todays workforce. There are issues concerning the diverse workforce, legislation affecting the

workplace and technology matters that rise to the top of the list of challenges.

Major Contemporary issues in HRM are:

International Human Resource Management (IHRM)

International Human Resource Management is the process of procuring, allocating and effectively utilising human resources in an

international business.

Models of IHRM

Characteristics of IHRM

More HR activities Need for a broader perspective More involvement in employee personal lives Equal treatment to

different nationalities

Basic Steps in IHRM

Reasons for Growing Interest in IHRM

Strategic Human Resource Management (SHRM)

Strategic human resource management Formulating and executing HR systems that produce the employee

competencies and behaviors the company needs to achieve its strategic aims

Taking a strategic HRM approach means: Making human resources management a top priority Integrating HRM with the company’s strategy, mission, and goals

“HRM can make significant contributions if included in the strategic planning process from the outset.”

The strategic management process helps determine: What must be done to achieve priority objectives How they will be achieved

SHRM: A Key to Success

Three levels of strategy apply to HRM activities:

The HRM activities involved are:

Strategic HRM planning leads to:

Growth Profits Survival

Planning also:

Expands awareness of possibilities Identifies strengths and weaknesses Reveals opportunities Points to the need to evaluate the impact of internal and external

forces

SHRM: A Key to Success

Traditional HRM v.s. SHRMPoint of distinction Traditional HR Strategic HR

Focus Employee Relations Partnerships with internal and external customers

Role of HR Transactional change follower and respondent

Transformational change leader and initiator.

Initiatives Slow, reactive, fragmented

Fast, proactive and integrated

Time horizon Short-term Short, medium and long (as required)

Control Bureaucratic-roles, policies, procedures

Organic-flexible, whatever is necessary to succeed

Job design Tight division of labor; independence, specialization

Broad, flexible, cross-training teams

Key investmentsAccountabilityResponsibility for HR

Capital, products Cost centreStaff specialists

People, knowledgeInvestment centreLine managers

Human Resource Management 13

Shifts in HR management in India

Emerging HR practice

Strategic role

Proactive

Key part of organizational

mission

Service focus

Process-based organization

Cross-functional teams,

teamwork most important

People as key investments/assets

Traditional HR practice

Administrative role

Reactive

Separate, isolated from

company mission

Production focus

Functional organization

Individuals encouraged,

singled out for praise, rewards

People as expenses

Strategic Management Process

HR Role in Strategic Management

In strategy formulation HR manager supplies competitive intelligence that is

useful

In strategy implementation Encouraging proactive behavior Explicit communication goals Stimulate critical thinking Productivity Quality and Service Proficient strategic management

Types of Strategies

HR PRACTICES LINKED WITH COMPETITIVE STRATEGY

The Matching Model

The Control Based Models

The Resource based Model

The Integrative Model

Green Human Resource Management (GHRM)

Green HR  is one which involves two essential elements: environmentally friendly

HR practices and the preservation of knowledge capital.Green HR involves

reducing your carbon footprint via less printing of paper, video conferencing and

interviews, etc.

The kinds of action taken within green HRM initiatives include educating employees about climate change and

other environmental issues, training in working methods that reduce the use of energy and other

resources, promoting and incentivizing more sustainable means of travel to work (e.g. car sharing,

cycling, public transport), and auditing employee benefits to eliminate those that are environmentally

damaging (e.g. unnecessary provision of a high powered company car)

Essential Green HR Activities

Impact of Green HRM

• Gaining perception, reputation and good will.• Economically useful, hence direct impact on

profit and enhances the return on investments.• Better Power Utility• Better Utilization of Resources• Cost Effective• Smarter Performance translated into Cheaper

Products.

“During the past 2 decades, a worldwide consensus has begun to emerge around the need for pro-active environmental

management.in Response , scholars from management systems as diverse as accounting , marketing and Supply-chain

Management have been analyzing how managerial practices in these areas can contribute to environmental management

Goals.”

Companies who Have adopted GREEN HRM