DIPA MITRA 1

HUMAN RESOURCE
MANAGEMENT

DIPA MITRA 2
World Class Organisation
They are intensively competitive Driven by need to be No.1.
They are customer driven.
They provide their people big challenges.
The communicate like crazy.
They encourage cooperation with all their stakeholders.
They are incredibly creative They constantly re-invent
themselves .
They drive down costs.
DIPA MITRA 3
Human Resource Management
The process of
employing people ; motivating,
evaluating, and developing their
resources ; maintaining, and
compensating them to achieve
organizational goals
Human Resource
Management
DIPA MITRA 4
Four Cs of HR Profession
Being Competent
Being Curious
Being Courageous
Caring about people
DIPA MITRA 5
HR Functions

Managerial Functions
Planning
Organising
Directing
Controlling
etc
Operative Functions
Employment
HRD
Compensation
Management
Human Relations
DIPA MITRA 6
Human Resource Management Process
Job analysis
& design
Training &
development
HR planning
& forecasting
Employee
recruitment
Employee
selection
Organizational Career Management:
Strategies &
objectives of
the organisation
Performance planning
& evaluation
Compensation
& benefits
DIPA MITRA 7
Present Scenario
Some specific challenges related with todays HR
Workforce Diversity
Changing Demographics of Workforce
Women in Management
Dual Career Professionals
Changed Employee Expectations
Improving People Skills
From Management Control to Empowerment
From Stability to Flexibility
Stimulating Innovation and Change
Improving Ethical Behaviour



DIPA MITRA 8
Women in Management
WOMEN IN MANAGEMENT is a tale of two
worlds - one Western and the other Eastern.
Two worlds that have different cultural contexts
and yet share common experience and also share
an agenda for an evolution in Management now.
Corporations were created by men, for men; and
to start with, women had 'no business' to be in
business.
DIPA MITRA 9
Starting Point in West
But since World War II, the Western world has
thrown more doors open to women in the
labour market in all professions. This included
management as well, since the management
model shifted from the Military model to one
focusing on 'leadership'
DIPA MITRA 10
Western Scenario
In the West, primarily led by the US, and closely
followed by Northern Europe, 30% to 50% in
almost every white collar profession, including
business, especially in the 'cutting edge industries
of the future'.
A generation of women that entered
management in the Seventies and the Eighties is
now ready to break the 'glass ceiling' to the top
(some of them have already done it) in the new
millennium.
DIPA MITRA 11
Eastern Picture
Women in the other world, Asia, have relatively
a long way to go before they reach such
magnificent numbers, thanks to the age-old
baggage of conditioning given by Manu in India
and Confucius in the majority of the rest of
Asia. Hence, the first stage of the evolution - of
that of defying the conditioning to explore the
potential- was more difficult and delayed here
but accomplished, nevertheless.
DIPA MITRA 12
Dual Career Factor in the
Organisation


Dual career couples-Both partners are
actively pursuing professional careers.
DIPA MITRA 13
As a manager it should be learned
how dual-career couples manage
why they manage
why people tackle the challenges of a dual-career
marriage
the rewards and frustrations associated with this
lifestyle.

DIPA MITRA 14
From economic and social point
of view
Dual-career couples can enjoy
economic and social equality

demands of their respective careers
may conflict with marriage and family responsibilities.

conflicting demands arise that do not occur in families
with one breadwinner

these demands can be more easily addressed because
of dual expertise and dual economic resources.
DIPA MITRA 15
From Organisational point of view
Physical relocation is obvious for developing talent

But dual career professionals limits individual
flexibility in accepting some challenging job
assignments
New forms of occupational stress result from
this lifestyle

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As a manager, it is necessary to understand and
empathize with these people to maximizing the
contributions of those professionals
THANK YOU