The Policies and Practices involved in carrying out the “people”

or human resource aspects of management position, including

Recruiting, Screening, Training, Rewarding, and Appraising.
How is HRM
DEVELOPED ?
Evolution of HRM

Rise
Organizational Context Political Context
Business Context Social Context
Legal Context Technological Context
Economic Context Strategic Context
 Globalization has affected all aspects of the model. A
contested concept, globalization has been analysed as an
economic, political and social phenomenon.

The essence of the employment relationship begins with

people interacting with work organizations through
labour markets (cost reduction by hiring qualified candidate)
It’s emphasized that the political context is the most complex
and most difficult to analyze.

To cushion the effects of economic restructuring there have

been growing demands for changing the employment
relationship including, regulating trade union organization and
activities, employment standards, and pay equity.
 Owing to demographic trends, firms are under increasing
pressure to accommodate a more diverse workforce.

Demographic projections can help decision-making in areas of

recruitment and selection, training, and rewards management.

Culture has a ‘collectivizing effect’. It influences whether

people seek employment and how employees respond to HR
practices.

Changing cultural values have an impact on the HRM function

 Microprocessor-based technology and innovations in
communications, such as the Internet have affected product
and labour markets, and organizational design.

As this Guide was being prepared Apple launched its latest

communication device, the iPhone. How will this device
influence communications within organizations?

Team working to be a central component of high-performance

work practices.
 Every Activities should have legality (contract, obeying
organizational norms … )

Understanding and complying with HR law is important for

three reasons.
It helps the company to do the right thing, to realize the
limitations of the HR and legal departments, and it limits
potential liability.
 So, Human Resource
Management is a need
for the today’s context.
 Why HRM is Needed ?
To increase the work efficiency

To maintain the relationship between

organizations and employees

To Stand on Competition and for OD

To exists in this competitive business world

If so than, what do
Organization do
for their HRM ?
- Selection of right people for right task.
- Efficient and effective planning.
- Well organizing and controlling the
organizational plans and HR activities.
But, during the period
and because of these
activities HRD faces
lots of difficulties and
obstacles …
Difficulty to identify the right candidates (talent,
skills, attitude, behavior and personality …)

Difficulty to exists in competition

Difficulty to adopt change

Difficulty to make employees completely satisfied …

Than what are
the challenges
on HRM ??
 Challenges on HRM
GLOBALIZATION
With the increase in competition,
locally or globally, organizations
Changing workforce
dynamics must become more adaptable,
resilient, agile, and customer-
Managing Diversity focused to succeed.

And within this change in

Attitude towards
UNIONS environment, the HR professional
has to evolve to become a
HR Trends strategic partner, an employee
sponsor or advocate, and a change
mentor within the organization.
Balancing Work Life
 Challenges on HRM
GLOBALIZATION The globalization influences the
jobs that are available and
requires that organizations
Changing workforce
dynamics balance a complicated set of
issues related to managing people
Managing Diversity
in different geographies, cultures,
legal environments, and business
conditions.
Attitude towards
UNIONS HR functions such as staffing,
training, compensation, and the
HR Trends like have to be adjusted to take
into account the differences in
Balancing Work Life global management.
 Challenges on HRM
GLOBALIZATION As we enter the 21st century,
workforce diversity has become an
Changing workforce
essential business concern.
dynamics
In the so-called information age,
the greatest assets of most
Managing Diversity
companies are now on two feet
(or a set of wheels). Undeniably,
Attitude towards there is a talent war raging.
UNIONS
And no company can afford to
HR Trends
unnecessarily restrict its ability to
attract and retain the very best
Balancing Work Life employees available.
 Challenges on HRM
GLOBALIZATION Diversity is a potential
performance barrier.
Changing workforce
dynamics
(if we think in positive, then :
Diversity is a value added
Managing Diversity activity)

Attitude towards There may be problem to

UNIONS retain Employees…

HR Trends Because of the perception of

the diverse employees values
Balancing Work Life
and norms
 Challenges on HRM
GLOBALIZATION

Changing workforce
dynamics
Union Influence
Managing Diversity

Role of UNIONS
Attitude towards
UNIONS
Union Activities
HR Trends

Balancing Work Life

 Challenges on HRM
GLOBALIZATION
Moving Business Towards
globalization (going global)
Changing workforce
- Increase in Competition
dynamics
- Diversified work-force
Managing Diversity
Technological Innovation and
Change
Attitude towards
UNIONS
Challenges on International
Human Resource Management
HR Trends
Q : - what are the other HR trends that
are the challenges of HRM ?
Balancing Work Life
 Challenges on HRM
GLOBALIZATION Employees have the
responsibility for their parents
Changing workforce
dynamics and for the organization (how
they balance?)
Managing Diversity
Managing work life and
Attitude towards personal life of employees is
UNIONS challenging task for the HRD

HR Trends Challenge on time

management (flexibility)
Balancing Work Life
 Other Challenges
The Management of Workplace Diversity
Challenges of managing change
Challenges of developing human capital
Challenge of containing costs
Demographic Challenges
Perception of employees
Employees Engagement
Challenges for Compensation and Benefits
Challenges on Talent Retention and Development
 Conclusion
The role of the HR manager must parallel the
needs of the changing organization.

Successful organizations are becoming more

adaptable, resilient, quick to change directions, and
customer-centered.

So every organization should have to face and

solve the challenges for the sustainable
development of the organization
Thank You !