paper on emerging trends in hrm
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DESCRIPTIONgives detail about new trends and their implications...is a prize winning paper ....in IIHMR 2009
nov- 27-28, 2009
byRAJ KUMAR KUNWAR,vipin kumar ,aman kukreja
JAMIA HAMDARD, NEW DELHI
A New Vision for Human Resources
(AUTHOR-Kunwar Raj Kumar, Kumar Vipin and Kukreja Aman)MBA (Pharmaceutical Management)
1st Year, Faculty of Management Studies
Jamia Hamdard University New DelhiAbstractHuman resource management is a process of bringing people and organizations together so that the goals of each other are met and this editorial aims at providing information about emerging trends in Human Resource Management -its impact and significance. The main theme is to understand the organizational effectiveness from recent developments in human resource.Human Resource Management an Overview
If we see in practical situation the above definition its just one side of a coin which has limited HRM involvement but HRM today is a different story, it have changed the way we work, and also it helps an organization to survive in recessionary period. Managing and attracting the human resource in todays time is very difficult task. The role of HR manager has changed a lot (Dancing differently on changing tunes of life) from being protector and screener to the role of Savior who acts as planner and change agent affecting bottom of the pyramid where it is blue collar workers & at the Top & Middle level executives. The trends in human resource industry are dynamic in nature which contributes towards to achievement of organization goals. Over the years, highly skilled and knowledge based jobs have increased while low skilled jobs are decreasing. This calls for Skill mapping through proper HRM initiative.
Change is inevitable as said and thats what Indian organizations are witnessing in management cultures, systems and working style. Alignment with global companies has forced Indian organization accept and incorporate change in every day life which makes role of HRM all more important.
New trends of HR(A) International Human Resource Management (IHRM) 1. Ethnocentric approach 2. Polycentric approach 3. Geocentric approach.
(B) Human Resource Outsourcing: It consists of three types: 1. Application Service Provider 2. Business Process Outsourcing 3. Total HR Outsourcing
(C)Human Resource Information System (HRIS) has three types 1. Strategic HRIS 2. Transformational HRIS 3. Tactical HRIS
(D) Use of SIX SIGMA in HR
The Role of HR in Organizations
Preparing the Organization for Change
Building Employee Commitment and Morale
Involvement in Determining and Implementing the Strategic Direction of the OrganizationHR in the 21st Century
Becoming the employer of choice
Winning the war for talent
Contributing to the organization as a strategic business partner
Cultivating leadership through e-learning and development
Recognizing the workforce as a profit center
Thinking globally while complying locally
Incorporating flexibility and adaptability into the organization
Embracing technology as the underlying facilitator The policies of many companies have become people centric
Attracting and retaining of human resource has become difficult as loyalty factor is losing its shine,
Human Resource Outsourcing is the new name in the industry to replace the redundant traditional HR department.
With the increase of global job mobility, recruiting competent people is also Increasingly becoming difficult, especially in India.
Competencies for 21st Century HR Professionals
Developing Effective Reward and Recognition Systems
Creating and Becoming Transformational Leaders
Engaging the Workforce in Continuous Change and Innovation
Collaborating in Resolving of Strategic Problems
Partnering with Community Groups and Business Organizations
Encouraging Real Employee Involvement
Coaching and Counseling Individuals and High Performance Teams
Empowering and Facilitating Learning, Change, and Decision-making
Creating the "Learning" Organization
Designing Organizations, Processes, and Performance Systems
Keeping Up-to-Date on Technological Advances in HR Applications
Maintaining a Global Business PerspectiveHR Managers today are focusing attention on the followinga) Policies- HR policies based on trust, openness, equity and consensus.b) Motivation- Create conditions in which people are willing to work with zeal, initiative and enthusiasm; make people feel like winners.
c) Relations- Fair treatment of people and prompt redress of grievances would pave the way for healthy work-place relations.
d) Change agent- Prepare workers to accept technological changes by clarifying doubts.
e) Quality Consciousness- Commitment to quality in all aspects of personnel administration will ensure success.
Human resource management in a century of globalization (IHRM)
APPROACHES TO MANAGING AND STAFFING
1. Ethnocentric. The home country practice prevails with this approach. Headquarters from the home country makes key decisions, employees from the home country hold important jobs, and the subsidiaries follow the home country resource management practice.
2. Polycentric. Each subsidiary manages on a local basis. A local employee heads a subsidiary because headquarters managers are not considered to have adequate local knowledge. Subsidiaries usually develop human resource management practices locally.
3. Geocentric or global. The company that applies the global integrated business strategy manages and staffs employees on a global basis. For example, Electrolux (the vacuum cleaner company) has for many years attempted to recruit and develop a group of international managers from diverse countries. These people constitute a mobile base of managers who are used in a variety of facilities as the need arises.
In the ethnocentric approach, the cultural values and business practices of the home country are predominant. Headquarters develops a managing and staffing approach and consistently applies it throughout the world. Companies following the ethnocentric approach assume the home country approach is best and that employees from other parts of the world can and should follow it.MAJOR FUNCTIONS OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT
RECRUITMENT AND SELECTION
Recruitment and selection are the processes through which an organization takes in new members. Recruitment involves attracting a pool of qualified applicants for the positions available. Selection requires choosing from this pool the candidate whose qualifications most closely match the job requirements.In companies that function in a global environment we have to distinguish different types of employees. Traditionally, they are classified as one of the three types:
1. Parent country national. The employees nationality is the same as the
organizations. 2. Host country national. The employees nationality is the same as the location of the subsidiary. 3. Third country national. The employees nationality is neither that of the organization nor that of the location of the subsidiary. Development and trainingThe overall aim of the development function is to provide that adequately trained personnel in a company are capable to fulfill their goals, as well as to contribute
to better performance and growth with their work Creation and transfer of international human resource development programs may be carried out in two ways:1.Centralized 2.Decentralized With a centralized approach, training originates at the headquarters and corporate trainers travel to subsidiaries, often adapting to local situations. This fits the ethnocentric model. A geocentric approach is also centralized, but the training develops through input from both headquarters and subsidiaries staff. Trainers could be sent from various positions. In a decentralized approach, training is on a local basis, following a polycentric model. When training is decentralized, the cultural backgrounds of the trainers and trainees are usually similar. Local people develop training materials and techniques for use in their own area.
In companies, the performance evaluation is most frequently carried out for administration or development intentions
Remuneration and benefits
Remuneration of employees has a key role in acquiring new employees and is important for employees as well as for the employers. Pay is the basic resource of living of the employees, while benefits cover better health care, the possibility of spending holidays in the companys holiday facilities at a favorable price and also other advantagesMANAGEMENT OF EXPATRIATESOne of the most challenging tasks for any company operating internationally is to manage its expatriates. The statistics showing their efficiency on that matter are not encouraging. For example, the failure of U.S. expatriates (the percentage who return prematurely, without completing their assignment) is to be in the 20 40% range. In Japan, the failure rate is less than 5% for their expatriates. One of the reasons for the difference is that Japanese expatriates receive far more orientation and language instruction than U.S. expatriates do.
1. The reasons for expatriate failure
In international companies, it is important to understand the reasons behind expatriates high failure rates so that preventive measures can be taken. Six factors account for most failures, although their relative importance varies by firm.These are: career blockage, culture shock, lack of cross-c