hrm in a dynamic environment

8/2/2019 Hrm in a Dynamic Environment

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Presented by

Pradip ku Sahoo


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IntroductionExternal and Internal Factors influencing Personnel Function

EXTERNAL FACTORS

Technological factors

Economical challenges

Political factors

Social factors

Local & Governmental

issues Unions

Employers demands

Workforce diversity

INTERNAL FACTORS

Mission

Policies

Organizational culture

Organizational structure

HR systems


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Technological ChangesAn organization's technology is the process by which

inputs are transformed into outputs.

Technology includes tools, machinery, equipment,work procedures, and employee knowledge and skills.


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Impact of Technology on HRMI. New skills required

As new technologies are developed and

implemented, there is an urgent need to upgradeexisting employee skills and knowledge-if theorganization wants to survive and flourish in acompetitive world.

Ex- telecommunications, hospitality, retailing,banking, insurance, biotechnology and financialservices.


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2. Downsizing

New technologies have decimated many lower-end

jobs with frustrating regularity. Increased automation has reduced employee head

counts everywhere.


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3. Collaborative work:

Technological change has resulted more collaborative

teamwork where managers, technicians and analystswork together on projects.


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4. Telecommuting :

Due to development of technology led to therelocation of work from the office to work.

5. Internet and intranet revolution :

Internet and information technology have enabledcompanies to become more competitive by cuttingcost

In HR, internets and intranets are being used tohandle training, benefits administration, performancemanagement and placement function, in recent times.


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HRM AND TQM


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Total Quality Management(TQM)According to Edward Deming, TQM is a way of

creating an organizational culture committed to thecontinuous improvement of skills, teamwork,processes, product and service quality and customersatisfaction.

The major premise of the TQM philosophy is thatquality, defined by Juran as fitness for use, is the keyto business success


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TQM for the management of

human resources1.Education and communication

Quality begins and ends with education.

Companies supporting the quality message through theadaption of personnel practice

2.Selection:

TQM has had an effect on selection procedures.

for example, more sophisticated recruitment and selectiontechniques were being introduced, including psychometricand aptitude tests and assessment centers in an attempt toidentify team workers appropriate to a quality culture.


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3. Appraisal:

performance appraisal has a key role to play as a

primary tool to communicate to managers whetherquality standards are being met.

This is a primary area where managers recognize theorganizational philosophy ( i.e. Quality is King)


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4. Training :

If the managers assessment of the training will be

more adequate, then the degree of success of qualityincreases.

5. Industrial Relations :

TQM seems to require wholesale organizational

changes and a re-examination ofproduction/operations methods and working practicesand this has implications for industrial relations.


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THANKSTHANKS

hrm in a dynamic environment

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