Recent/Innovative Trends in HRM

Ravishankar Duvvuri, MBA – HR, 2007-09

Strategic HRM- BEIJING OLYMPICS !!(An innovative look, positive trend in china)

Ageing Issue (HR Strategies developed )

Arbejdsglæde (Happiness at Work)

MOONLIGHTING(Outsourcing, rising unemployment)

No Email Days, Virtual Water Coolers (Managing virtual workforce and global teams)

AgendaAgenda

THE HOTHOUSE EFFECT(Managing Creativity )

Moonlighting

• Dual or multiple job holding

• Scenario:– US , % of the

workforce• 6% in 2002 ,9 % in 2007• Mortgage payments -

reason peculiar to US– European commission

• most moonlighting is undeclared work

• working on framework to deal with problem

• Outsourcing – exacerbates already high

unemployment levels– Govt.’s in Europe (esp.)

“time sharing policies”

COUNTRY STATUTORY WORK HOURS

US 40

Canada 40-48

Australia 40

Germany 48

France 39

Sweden 40

Time-sharing policies are aimed at stimulating employment through a reorganization of working time.

Time-sharing policy gives the employer the incentive to opt for more workers with fewer hours per capita.

Reducing legal working week may lead to a situation of underemployment

• Implications for HR professionals – How to handle moonlighting ?

• For this we need to understand pros and cons for Organization

PROS CONS

It may reduce turnover in areas where responsibilities are tedious /monotonous

Risk of losing proprietary & confidential info to competitors

Balance your organization, providing more flair in lackluster areas

Working two positions may lead to exhaustion and burnout.

If we can’t afford to pay our staff more, allowing them to moonlight may help retain them

Workers may commit minor infractions or serious offenses, such as starting their second occupations on companytime before completing their first ones

A Policy : Instead of banning moonlighting, create a fair and comprehensive written policy to address confidentiality concerns and the use of company resources. This way, you can reap all the benefits of moonlighting with none of its disadvantages.

“No Email Days”

Growing incidence of virtual teams – Challenges for an HR professional

Team feeling and Team spiritNon personal approach to

working Dealing with introvertsFinding substitutes to tools like

“Mgmt. by walking & talking”

US Cellular• Symptoms of cyber

indigestion• Hurting Productivity • “NO e-mail Fridays”• Reaction to change• Amazing Discoveries !!• Next corporate vice !

FOOD FOR THOUGHT

PBD Worldwide Fulfillment Services: PBD on NBC

Virtual Water Coolers

• Building Trust & Cohesion• Social side • “Dilbert Effect”• Enter Instant Messaging• Company sanctioned IM s/w• Dilemma HR strategies for Managing a Virtual Workforce

1. Face to Face meetings2. Performance Feedback3.Clear agenda for virtual meetings4.Focus on similarities to build cohesion5.Encourage social interaction

Arbejdsglæde

• Chief Happiness Officer • Six actions that make us

happy at work– Being positive– Learning– Being open– Participation– Finding meaning– Love

Southwest Airlines• Swap Jobs – Employees regularly swap Jobs• Baggage handlers may get to follow a pilot for a day• Pilots as Counter staff, Executives as Ground staff etc

– Fosters mutual respect, engages people – Learning culture imbibed, Reduces Conflicts etc

• The Love Airline– “Hire for attitude, train for skill”

• Which comes first for SW airlines? Employees, Customers or Shareholders?

HRM and Ageing IssueGeneration Birth Years

Veterans -1945

Baby Boomers

1946-1964

Gen X 1965-1980

Gen Y 1981-2000

Gen Z 2001

Major Issues: Insufficient supply of skilled workers to replace the retiring baby-boomers A depletion of leadership and management positions over the coming 15 years Mounting pension cost leading to unsustainable dependency ratios Increasing healthcare and support cost Issues different in different countries

Strategic HRM- Beijing Olympics Research : HRM alignment with stated goals and strategies ….. areas of

concern• Contracts between laborers & employers• Olympic Pay Rates• Punishing contractors

GoalsPeople’s Olympics Image enhancement

Facts: Migrant workers at venues in Beijing :30000Pay rate : 50-80 Yuan per day Safeguards Welfare

Objective a success. Positive trend bodes well for the future New Goal to be set : Realigning HRM with organizational goal of Sustainability

The Hothouse Effect• HRM’s role in “Managing Creativity”• 5 criteria that define a hothouse

1) Sustain high level of innovative creativity for a significant period of time

2) Draw on the knowledge and innovations of the broader cultural zone to which they belong

3) Spawn geniuses whose achievements climax the work of other practitioners at all levels

4) Establish a new way of doing things5) Achieve recognition and establish a

lasting legacy

CHAI-T

Dimensions:• 1) Values/Mission• 2)Ideas/exchange• 3) Perception/learning• 4) Social/Play

Insights

• Patronage• Return On Investment• Schools• Internet Culture• Virtual Organizations

References• http://www.pbd.com/Default.aspx• The Hothouse Effect by Barton Kunstler• “Happy Hour is 9 to5” by Alexander Kjerulf• http://www.news.com/2100-1023-976068.html• http://findarticles.com/p/articles/mi_m3495/is_12_44/ai_5942728

0• Wikipediahttp://www.masteryworks.com/newsite/news/news_article.htm• Labour management consensus in Quebec report:

www.hrsdc.gc.ca/en/cs/sp/hrsdc/edd/reports/1997-000364/qlme.pdf

• http://www.chinadaily.com.cn/olympics/2008-01/18/content_6404691.htm

• http://www.worldpress.org/Asia/2254.cfm