introduction to hrm,strategy and role

8/8/2019 Introduction to HRM,Strategy and Role

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PROF. ABHISHEK ANAND,VIVEKANANDA EDUCATION SOCIETYSMANAGEMENT INSTITUTE AND RESEARCH,CHEMBUR


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The process of managing human talent toachieve an organization's objectives.


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Competitive Challenges : Globalization,Technology, Managing change, Human Capital,Responsiveness and Cost containment.

Hu man Reso urc es: Planning, Recruiting, Staffing Job Design, Training and Development, Appraisal Communication , Compensation andLabor Relations.

E mployee Con c e r ns: Background diversity, AgeDistribution, Gender Issues, Job Security, Work

Attitudes, Family Concerns.


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G lobalization : The trend towards opening upforeign markets to international trade andinvestment.

Co r po r ate So c ial Responsibility (CSR) : Theresponsibility of the firm to act in the bestinterests of the people and communitiesaffected by its activities.


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K nowledge Wo rk e r s: Workers whoseresponsibilities extend beyond the physicalexecution of work to include planning, decision

making and problem solving. Hu man Reso urc e Info r mation Systems ( H RIS): A computerized system that provides current andaccurate data for purposes of control and

decision making.


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Payroll76.7%Benefits Administration- 57.1%Recruiting-Applicant tracking- 39.1%


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Rea c tive Change: Change that occurs afterexternal forces have already affectedperformance. P r oa c tive Change: Change initiated to takeadvantage of targeted opportunities.


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Hu man Capital : The knowledge, Skills,and capabilities of individuals that have

economic value to an organization. Although the value of these assets maynot show up directly on a companysbalance sheet, it nevertheless hastremendous impact on an organizationsperformance.


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T otal Q u ality Management: A set of principles and practices whose core

ideas include understanding customerneeds, doing things right the first time,and striving for continuous improvement.Six Sigma: A process used to translatecustomer needs into a set of optimaltasks that are performed in concert withone another.


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Reenginee r ing : Fundamental rethinkingand radical redesign of business

processes to achieve dramaticimprovement in costs, quality , serviceand speed.


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Downsizing: Planned elimination of Jobs


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O u tso urc ing : Contracting outside theorganization to have work done that

formerly was done by internalemployees. E xample: Dell Computers has thousand of

employees located at call centers in Indiaand elsewhere around the world. T he

Au stin T exas c omp u te r ma k e r has mo r eemployees wo rk ing o u tside the US than

within it.


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O ff sho r ing: The business practice of sending jobs to other countries.

E mployee Leasing: The process of dismissing employees who are then hiredby a leasing company (which handles allHR related activities) and contracting

with that company to lease back theemployees.


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Changing Demog r aphi c s: Issues in thisarea are :

-- Sh r in k ing pool of s k illed ent r y level

wo rk e r s.--D ive r sity St r ategies -- Contin u al S k ill Development.--G lobalization, so c ial se cur ity and

r eti r ement iss u es --O u tso urc ing and the u se of tempo r a r y and

pa r t time employees.


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E mploye r/ E mployee Rights: Issues in thisarea are :

-- Relationship E mployment ve r s u s T r ansa c tional based employment.

--E thi c s -- Whistle - blowing

-- c on c e r n fo r p r iva c y -- Legal Complian c e-- Mandated Benefits


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Attit u de towa r ds Wo rk and Family: Iss u es involved a r e:

--D ay c

a r

e and E lde r

c

a r

e--J ob Sha r ing, J ob Rotation, P a r ental leave, Flextime, Alte r native Wo rk s c hed u le

--T ele c omm u ting


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Diversity ChallengeLabor force and workforce participation

rate.Employment in Organized Sector Age wise distribution of job seekersMinority Community Job Seekers


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Managing D ive r sity : Being aware of characteristics common to employees

while also managing employees asindividuals.It means not just tolerating oraccommodating all sorts of differencesbut supporting, nurturing, and utilizingthese differences to the organizationsadvantage.


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O r ganization wide Image:1. O r ganization foste r s m u t u al r espe c t.2.

O r ganization fo

rc es sense of belonging 3. D iffe r en c es a r e a cc epted.

4. Co r po r ate -wide dive r sity t r aining p r og r am


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Concern for Equality:

1. Equal respect for minority and majoritygroup.

2. Equal performance expectation for minority

and majority group.3. Equal rewards for minority and majority

group.4. Equal pay and income

5. Valuing diversity.


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Opportunity :Promotion of multicultural employees.Opportunity for development of new skills.

Access to top management positions.Hiring practices :

Active recruitment and hiring of multiculturalemployees.

Affirmative action program.


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Leade r ship: I. T a k e all employees se r io u sly. II. Re c ognize the c apabilities of all employees. III. S u ppo r t all employees IV. Comm u ni c ate effe c tively with all the

employees V. Val u e a dive r se wo rk g r ou p.VI. Respe c t cu lt ur al beliefs and needs of

employees.VII. Acc ept non -english spea k ing employees.


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Advice and CounselService

Policy formulation and implementation.Employee advocacy.


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Business Mastery : Business acumen,Customer orientation, external relationsetc.HR professionals need to know thebusiness of their organizationsthoroughly. This requires understandingof financial capability. Also requires that

HR professionals develop skills atexternal relations focused on theircustomers.


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HR Mastery : HR professionals are theorganizations behavioral science

experts. In areas such as staffing,development, appraisal, rewards , teambuilding and communication , HRprofessionals should developcompetencies that keep them abreast of changes.


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Change Mastery : HR professionals haveto be able to manage change process so

that HR activities are effectively merged with the business needs of theorganization. This involves interpersonaland problem-solving skills, as well asinnovativeness and creativity.


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Personal Credibility : Credibility and trustare earned by developing personal

relationships with customers, bydemonstrating value of the firm, bystanding up for ones own belief, and bybeing fair minded in dealing with others.


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introduction to hrm,strategy and role

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