NEW TRENDS IN HRM

Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. This calls for future skill mapping through proper HRM initiatives.

Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the global alignment of Indian organizations.

India hosts an enormous number of Multi-national companies, joint ventures and foreign-owned subsidiaries. Similarly, a large number of companies of Indian-origin are constructing bases all over the world.

The adoption of globalizing and liberalizing policies for the economy of India was done in 1991.

Intrapreneurship Innovation

The recent quality management standards ISO 9001 and ISO 9004 of 2000 focus more on people centric organizations.

Six- sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement.

With the increase of global job mobility, recruiting competent people is also increasingly becoming difficult, especially in India.

Selection

Training and development

Compensation systems

performance evaluations

Skills and abilities

Innovative reward plans Quality improvement

Decentralize operations

Lay off workers

Policies

Motivation

Relations

Quality Consciousness

Due to the new trends in HR, in a nutshell the HR manager should treat people as resources, reward them equitably, and integrate their aspirations with corporate goals through suitable HR policies.

Talent management

Succession planning

Competency mapping

Succession planning is a process for identifying and developing internal personnel with the potential to fill key or critical organizational positions. Succession planning ensures the availability of experienced and capable employees that are prepared to assume these roles as they become available.

Succession planning accelerates the transition of qualified employees from individual contributors to managers and leaders

Competency Mapping is a process which identifies key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization.

When Multi-national companies decided to outsource its Human Resources Operations, they had only one major goal in mind and that is cutting costs. They have decided to outsource end to end human resource operations to third party and today it has become the greatest of revelations.

Robbins (1989) defined QWL as "a process by which an organization responds to employee needs by developing mechanisms to allow them to share fully in making the decisions that design their lives at work"

QWL has been well recognized as a multi-dimensional construct and it may not be universal or eternal. The key concepts captured and discussed in the existing literature include

job security, better reward systems, higher pay, opportunity for growth, participative groups, and

Six Sigma is a business management strategy originally developed by Motorola, USA in 1981.

Six Sigma seeks to improve the quality of process outputs by identifying and removing the causes of defects (errors) and minimizing variability in manufacturing and business processes. It uses a set of quality management methods, including statistical methods, and creates a special infrastructure of people within the organization .

Human resource outsourcing

Six sigma

QWL (Quality Of Work Life)