HRM

People are the most vital resources & valuable

resources of any organization. Material resources
depreciate and HR appreciates.

Leaders/CEOs speak

If you look at our semiconductors & melt them down

for silicon , thats a tiny fraction of the costs. The
rest is intellect & mistakes. Gordon Moore ,Intel

An Organizations ability to learn ,& translate that

learning into action rapidly, is the ultimate
competitive business advantage.
Jack Welch

My employee is the king of my company

Sir Richard Branson, the founder CEO of Virgin Group

Challenges facing the workforce

today

Key changes in the environment

Liberalization, privatization and Globalization
Pressure for speed & innovation
Transition to a service economy with its extraordinary
emphasis on customer.
Pressure for financial performance in a tough
competitive terrain.
Technological advances
War of talent
Changing Workforce demographics
Skill Obsolescence
From Touch Labor to knowledge Workers

Benchmark Practices

Google internal program grow which helps employees finds

opportunities resources and advice for their professional
development.
Cisco- recognition program Connected Recognition
Mars wellness program
You cant talk about Mars unless you talk about people.
Hyatt- Celebrating our people week long event
Microsoft 24 hour idea factory
Wal-mart- concern and respect for staff
South West Airlines- encourages informality and fun at workplace.
Employees are valued , CEO Herb Kellehar acknowledging births ,
marriages & deaths by notes & cards.
Southwest turn around times less than half the industry average.
Hewlett Packard formulate 3 personal & professional goals
,encourages for work-life balance

Start ups workplace

culture

Quora california company has a vacation tax which everyone

likes to pay.

Fresh tilled soil gives its employees an all expense paid

workation. send staff to exotic locations like Costa Rica ,
Dominican Republic.

Softwire ,London based pays for singing lessons, other kind of

on site lessons for other interest.
At buffer , employees keep no secrets , not even their
sleeping patterns.

Invite moms of employees to work for helping employees

have home cooked food.

Challenges by the HR
managers
Embracing new technology
Managing change
Managing talent or Human capital
Responding to the market TQM ,process
reengineering
Containing costs
Diversity
Cultural changes
Changing attitude towards work
The partnerships of line managers &HR
department

Categories of employees
1. Work horse

2. Star

Limited Capacity to
accomplish the tasks

Full of energy

High Performance

3.Problem child

4. Deadwood

High Potential

Low Potential

Low on performance

Low performance

High Potential

Permanent Job an impasse

Time bound assignments.

Hiring consultants or free agents for specific
requirements rather than permanent
employees.
Increased income through multiple assignments
Exposure to different cultures , people and ways
of running business
Build skill sets
Can pursue their hobbies or passion.
Requires meticulous planning and time mgt.

Personnel Mistakes
Hire the wrong person for the job
Experience high turnover
Have your people not doing their best
Waste time with useless interviews
Have your firm in court because of discriminatory
actions
Have some employees think their salaries are unfair
and inequitable relative to others in the organization
Allow a lack of training to undermine your
departments effectiveness
Commit any unfair labor practices

Human Resource Management

HRM is the process of acquiring, training,
appraising, and compensating employees, and of
attending to their labor relations, health and safety,
and fairness concerns.

Organization
People with formally assigned roles who work
together to achieve the organizations goals.

Manager
The person responsible for accomplishing the
organizations goals, and who does so by managing
the efforts of the organizations people.

Now HR are considered as Human capital

which can be categorized into 3 categories:

Intellectual

c a p i t a l - a p ro d u c t o f
competence-( can do potential ) &
commitment (will do potential).

Social

Capital

Emotional

Capital

Important trends in HRM

The New HR managers
High Performance work systems
Managing ethics
HR certification
Evidence based HRM
Strategic HRM

HRM related ethical issues

Workplace safety
Security of employee records
Employee theft
Affirmative action
Comparable work
Right to information versus Right to privacy

HR Business Partner Model,

David Ulrich, 1997
1.

As an HR Business Partner

2.

As a Change Champion

3.

As Administrative Experts

4.

As an Employee Advocate

. Champion
. Employee

for employee concerns

crisis management

. Responding

to employee complaints

Line and Staff Aspects of

HRM
Line Manager
Is authorized (has line authority) to direct the
work of subordinates and is responsible for
accomplishing the organizations tasks.

Staff Manager
Assists and advises line managers.
Has functional authority to coordinate
personnel activities and enforce organization
policies.

Line Managers HRM

Responsibilities
1.

Placing the right person on the right job

2.

Starting new employees in the organization

(orientation)

3.

Training employees for jobs that are new to them

4.

Improving the job performance of each person

5.

Gaining creative cooperation and developing smooth

working relationships

6.

Interpreting the firms policies and procedures

7.

Controlling labor costs

8.

Developing the abilities of each person

9.

Creating and maintaining department morale

10.

Protecting employees health and physical condition

119

Trends in the Nature of

Work
Changes in How We
Work

High-Tech
Jobs

Service
Jobs

Knowledge Work
and Human
Capital

Work related Learning

Outside work

At Work

In Work

Trends Shaping Human Resource Management

What should the HR do?

1.Possess domain knowledge

2.Have the business acumen
3.Courageous to take risk and make decisions
4.Communication(Listening Skills-not to reply but to
understand)skills
5.Learning mindset

HR is no more sitting a cabin.

They have to DIRTY themselves for a minimum of 6
months in the shop floor /assembly/process and LEARN to
understand business.

HR Management Competencies
and Careers

HR Generalist
A person with responsibility for performing a
variety of HR activities.

HR Specialist
A person with in-depth knowledge and expertise
in a limited area of HR.

Important HR Capabilities:
Knowledge of business and organization
Influence and change management
Specific HR knowledge and expertise

Some Technological Applications to Support HR

Technology

How Used by HR

Application service providers

(ASPs) and technology
outsourcing

ASPs provide software application, for instance, for processing

employment applications. The ASPs host and manage the services
for the employer from their own remote computers

Web portals

Employers use these, for instance, to enable employees to sign up

for and manage their own benefits packages and to update their
personal information

Streaming desktop video

Used, for instance, to facilitate distance learning and training or to

provide corporate information to employees quickly and
inexpensively

Internet- and networkmonitoring software

Used to track employees Internet and e-mail activities or to monitor

their performance

Electronic signatures

Legally valid e-signatures that employers use to more expeditiously

obtain signatures for applications and record keeping

Data warehouses and

computerized analytical
programs

Help HR managers monitor their HR systems. For example, they

make it easier to assess things like cost per hire, and to compare
current employees skills with the firms projected strategic needs

Syntel HR practices
It is founded in integrity & focusses on five
core values, defines work and shapes their
attitude.
Simple
Smart
Speed
Stretch
Synergy

Points to think

What matters is how HR defines its

enabling role for business?

What it takes for HR to help workplaces

bring back the human in its human capital?