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LATEST TRENDS IN

HUMAN RESOURCE
MANAGEMENT

Presented By :- Narciso Isidro Jr.

INTRODUCTION

Human Resource Management is a process of


bringing people and organizations together so that
the goals of each other are met.

It is the part of management which plans,


organize, direct and control the procurement,
development and maintenance of human resources
in an organization.

SCOPE OF HRM

The scope of HRM is quite wide and hence is


divided into three categories, namely :-

Personal Aspect
Welfare Aspect
Industrial Relation Aspect

PERSONAL ASPECT

It includes :HR Planning


Recruitment
Selection
Placement
Transfer
Promotion
Training and Development
Remuneration i.e salary and wage
Incentives.

WELFARE ASPECT

It includes :Working Conditions


Amenities such as canteens, rest rooms etc.
Housing
Transport
Medical Assistance
Education
Health and Society
Recreation facilities

INDUSTRIAL RELATION ASPECT

Union Management Relations


Joint Consultation
Collective Bargaining
Grievance/Complaint

TRENDS IN HRM
OUTSOURCING
The

customer expectations have changed as have HR functions. Functions


are being outsourced including recruitment, labor relations and total
rewards.

The

workforce is working more non-traditionally. This includes flexible work


schedules, virtual workplaces and greater reliance on contingent staffing.

There

are outsourcing firms which carry out the functions of managing the
operations of human resource attainment and allocation for achieving the
desired goals.

OUTSOURCING

Businesses that outsource HR are typically small to


midsize firms with between 25 and 1500 employees.

These businesses view outsourcing as a tool that relieves


them from HR responsibilities and enables them to focus
on what they do best.

It provides extra benefits besides allowing the firm to


concentrate on its core business operations.

OUTSOURCING

The basic services provided by the HR outsourcing firms


include :-

a)

Overseeing organizational structure and staffing


requirements
Recruiting, training and development
Tracking department objectives, goals and strategies.
Employee and manager training
Benefits administration
Employee orientation programme

b)
c)
d)
e)
f)

WORKPLACE DIVERSITY

Workplace Diversity refers to the otherness or those human


qualities that are different from our own and outside the
groups to which they belong, yet present in other
individuals and groups.

Dimensions of diversity include, but are not limited to age,


ethnicity, gender, race, caste, education etc.

Managing diversity is defined as planning and


implementing organizational systems and practices to
manage people so that the potential advantages of diversity
are maximized while its potential disadvantages are
minimized.

WORKPLACE DIVERSITY

Heterogeneity promotes creativity and heterogeneous


groups have been shown to produce better solutions to
problems and a higher level of critical analysis. This
can be a vital asset at a time when the campus is
undergoing tremendous change and self examination
to find new and more effective ways to operate.

With effective management of diversity, the firm


develops a reputation as an employer of choice. Not
only will you have the ability to attract the best talent
from a shrinking labor pool, you can save time and
money in recruitment and turnover costs.

WORKPLACE DIVERSITY
In order to play a key role in the market and sustaining the
operational level with efficiency, a firm needs some of skills
in relation to identifying and dealing with the workplace
diversity :a)

b)

c)

d)

An understanding and acceptance of managing diversity


concepts.
Recognition that diversity is threaded through every
aspect of management.
Self-awareness, in terms of understanding your own
culture, identity, biases, prejudices and stereotypes.
Willingness to challenge and change institutional
practices that present barriers to different groups.

SCARCITY OF TALENT

The management of scarcity of talent is now an


essential management practice, what was once solely
attached to recruitment now covers a multitude of
areas.

The management of talent refers to attract, develop


and retain employees. Some people and organizations
use the technique to refer especially to talented or
high potential employees.

SCARCITY OF TALENT

Employers need to recognize talent as an asset to


be deployed within an organization and the HR
function must be more planned and strategic
about talent allocation.

This deals with discovering where untapped


sources of talent lie and evolving creative ways of
attracting and identifying new talent. Then, all of
these assets must be developed and allocated
effectively through a business, so that the talent
balance remains constant.

SCARCITY OF TALENT

It may be difficult to find talent to cover jobs that


require special skills, theres also a strong need for
employers to develop programmes, which build
talent over a long timeframe.

It defines the organizational relationship with


those employees who add more value to the
business, however that value is defined.

EMPHASIS ON INDUSTRIAL
RELATIONS
Industrial relations is a multidisciplinary field
that studies the collective aspects of the
employment relationship. It is increasingly
being called employment relations because of
the importance of non-industrial employment
relationships. IR has a core concern with
social justice through the fair employment
practices and decent work.

EMPHASIS ON INDUSTRIAL
RELATIONS
The major tasks of HRM and Industrial Relations
are : Hiring Staff
Negotiation of employment contracts and
conditions
Performance Management
Reward Systems
Dispute Resolution
Disciplinary Process
Ensuring Health and safety to staff
Employee Motivation

EMPHASIS ON INDUSTRIAL
RELATIONS

HR managers are expected to know their


obligations under federal and state
industrial relations legislations, such as
what their minimum obligations, are in
regard to employees pay and
conditions, what role union officials can
play, and managing potential industrial
action.

SOCIAL MEDIA

No HR personnel can afford to ignore the


importance of social media, either in terms of their
use of it in their working life and in furthering
their career, or in terms of how employees within
their organization are using it.

HR professionals must become increasingly


social-media-sawy in order to navigate a
progressively more noisy digital environment.

SOCIAL MEDIA

Social media is now widely used by HR


professionals to share and disseminate information
with their industry peers and as a networking tool.
People are using a wide array of platforms such as
linkedin, Facebook, Twitter, blogs, webinars.

Social Media has had a major impact on how and


where candidate are now recruited. Recruiters
routinely go online to search for new talent on
various sites.

ADOPTING HR TECHNOLOGY
It is important to look forward for the changing trends in
technology which can have an impact on the HR
practices. Understanding these changes will help the
mangers to adapt and flourish. The wide range of
impact of technology on HR can be clearly viewed on
the HR functions:a)
b)
c)
d)
e)

Recruitment
Training & Development
Performance Appraisal
Payroll & Attendance Record
Employee Benefits

ADOPTING HR TECHNOLOGY

In case of Recruitment : IT has a highly positive impact. Erecruitment is the use of technology or web based tools to support
the recruitment process.

The major ways of recruitment, which companies commonly use


are by displaying the career opportunities on their websites,
depending on the job portals for making the potential hires and
using social networking sites for getting the database.

It provides a economic way to publish job openings with greater


reach.

It speeds up the recruitment process and provides a 24*7 access to


online resumes.

ADOPTING HR TECHNOLOGY

In case of Training & Development : E-learning


is an intense opportunity provided by the
companies for their employees, which help them to
increase their knowledge level. The training
materials are provided online, employees can
utilize these materials and get trained. In this case
of e-learning, employees have an advantage that
they can learn at their own pace.

ADOPTING HR TECHNOLOGY
In case of Performance Management, payroll and attendance maintenance :

These functions have become a part of the customized software package like
ERP solutions.

CPM (Computerized Performance Monitoring) system used by companies


help in data collection by counting the number of work units covered by each
one per time period.

At a time, it helps in calculating the performance of approximately ten million


people.

Inadequate testing of the application and poor implementation can lead to


problems in the system

ADOPTING HR TECHNOLOGY

In case of Employee Benefits :


The use of ESS (Employee Self Service) has helped
the HR managers to dedicate more time on
strategic issues like workforce management.
It helps in succession planning, compensation
planning etc. and ensuring that the employees
data are accurate and updated.
Through this solution, employees get access to
their data, pay roll information, training materials
etc. online which allow them to keep their data
updated.

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