INNOVATIONS IN HUMAN RESOURCE MANAGEMENT - LESSONS TO

LEARN

(Based on a presentation in international conference)

Authored by
Divya J. Fernandes Shawna J. Crasta
Final M. Com Final M. Com
St Aloysius Evening College St Aloysius Evening College
Email ID: divya.fern13@gmail.com Email ID: shawnacrasta@gmail.com
&
Dr V. Basil Hans MA, M.Phil, PhD
Associate Professor & HOD of Economics
St Aloysius Evening College, Mangalore, Karnataka, INDIA
Email ID: vhans2011@gmail.com
 Introduction
• “Treat people as an end, and never as a means to an end.” – Immanuel Kant

• Human Resource management is a process of bringing people and organizations

together so that the goals of each other are met.

• Today’s business society is going through a massive change due to multiple

factors, which affect the industry. The heart of any business is to understand
these factors and to be proactive and reactive towards the various situations
that it encounters.

• The competitive business climate presents the HRM function with a number of
important challenges and opportunities.
 What is HR Innovation?

1) HR innovation is the implementation of new ideas, methods, and

technologies to meet the ever-evolving requirements of the organization
and its workforce.

2) It’s about anticipating future needs and circumstances rather than

simply finding a response to a changing present situation.
 Why we need Innovations in HRM?
• Many reports have suggested that more than 50 per cent of employees leave their newly

joined jobs even before touching half-year mark. Why does this happen?

• Unfriendly work environment, lack of learning and development opportunities, inflexible

company policies, poor relationship with the immediate manager or other factors can be

reasons for high employee turnover.

• Technology keeps changing every now and then. The resistance to change by the employees

and management = downsizing of the business.

• To keep up with this change in pace and to survive in the market we need innovations in

HRM.
Objectives

 To understand the nature of Human Resource Management

 To study the reasons for Innovation in Human Resource Management

 To analyze the innovative and effective strategies adopted to convert

Conventional HRM into Modern HRM

 To study the problems faced in modernizing HRM

 To make recommendations for policies and further research in human

relationship management and ERP.
 Trends In HRM - Policies and Practices
 Gamification as a hiring strategy

 Interviewing via chat boxes and video calls to recruit potential

candidates

 Talent Management Strategy

 Work Place Flexibility

 Rewards And Incentives

 Two-way Mentoring

 Artificial Intelligence
Contd…
 Holacracy

 Shared Workspace

 Corporate Social Responsibility

 Shift from traditional ways of getting work done

 Work from Home Incentive

 Respect, Equality, Diversity and Inclusion

 Retirement /Wellness and Health Saving Benefits

 Enterprise Resource Planning

 Analysis and Interpretation/ Findings

1. The ancient (static & limited) vs. modern management (diverse &
dynamic)practices… example, stack of files vs. smart office

2. The new futuristic approach – (new )knowledge workers, new forms of interface..
Staff no longer the police of the organization but coaches, mentors & thought
leaders; not hired & fired but enabled, empowered, engaged – experientially.

3. Workers are ready to do their best and it is their right to expect the best in return

4. In every business the ‘I’ factor has been replaced by the ‘We’ factor

5. Innovations in HRM help in reducing the employee costs and thereby increasing
the productivity in the organization which results in job satisfaction.
 Cont’d…
 A challenge of building a next generation of organizational leaders remains a top priority
for HR. A good Total quality management practice ensures right person for the right job and
vice versa.

 New techniques in HRM

- reduces employee cost

- increases productivity

- provides job satisfaction

- avoids employee attrition

 Smart work along with hard work functions in the favour of the management. The use of
technology, automated processes and artificial intelligence has changed the future of work.
 Suggestions
1) Organizations need to stretch their horizons, and create time and a
place for the talent to mature and grow up.

2) Proper motivation from the employer’s end

3) Redesigning the roles of the employees

4) Importance to be given to Value building of Human Resources

5) Focus on 3P’s- Potential, Performance and Productivity of employees

 Conclusion
 The innovative HRM practices could be used as the real milestones and guiding forces

for the other company.

 In the current business world managing employees is becoming complex task and this

can be handled effectively by implementing innovations in HRM.

 Business survival is not only dependent on how good your product and services are,

how excellent is your customer service, and how efficient your business processes are

but on how competitive your employees who carry out these performances. New

technology, business strategies, complicated processes, and management systems are

inutile without a competent human resource behind them.

Cont’d

• HR continues to balance the demands of several different roles:

business partner, internal consultant, operational & administrative
expert and both employee and employer advocate.
• Management must invest considerable time and amount, to learn
the changing scenario of the HR department in the 21st century.
• In order to survive the competition and be in the race, HR
department should consciously update itself with the
transformation in HR and be aware of the HR issues cropping up.
Thank you