HUMAN RESOURCE MANAGEMENT

ASSIGNMENT ON
HR MODEL OF AN INDIAN ORGANISATION
(SPECTRUM CONSULTANTS PVT. LTD.)

TRIPTI VERMA- 02915603914

SHILPI JAIN- 03615603914
VAISHALI CHHIKARA- 03915603914
SUNNY KHANDELWAL- 04915603914
SAHIL CHOWDHARY- 05515603914
SUNIL KHANGOR- 06015603914

HR MODEL

HRM COMPONENTS

MAINTENANCE
*Safety and
Health
*Employee/Labor
Relations

DEVELOPMENT
* Employee
Training
* Management
Development
* Career
Development

EXTERNAL
INFLUENCES
ACQUISITION
*Human resource
*Planning
*Recruiting
- Internal
- External
*Employee
Socialization

MOTIVATION
* Job Design
* Performance
Evaluations
* Rewards
* Job Evaluation
*
Compensation/Ben
efits
* Discipline

STRATEGIC HUMAN RESOURCES MANAGEMENT

1. Performance Management

Improve the human performance of the organization

Develop the strategy and the success measurements for performance management
in order to meet, the organizations changing business demands.

Serve on the executive team and contribute to business strategies.

Educate senior management about the value of the human performance

improvement measures

2. Change Management

Improve productivity through periods of significant change

Design and monitor systems for managing productive change

Assist in the internal staffing of change management projects

Assist in the selection of external advisors for change management projects

Identify and adjust to changing customer needs

Educate line managers as to the value of change management

3. Designing of performance levers (These levers are compensation and benefits,

performance management systems, leadership style, strategic communications, training
and development and organizational structure)

Improve the productivity of the organization

Create, monitor and revise the performance levers

Assist in the internal staffing of projects to improve human performance

Help select external advisors to improve human performance

Identify and adjust to changing customer needs

Educate line managers as to the value of the performance levers.

4. Systems and Compliance

Assure that systems and compliance efforts are efficient and cost effective

Determine and adjust systems needs

Assist in the selection of external vendors for outsourcing

Assist in the selection of technology-related solutions

Measure the success of vendors and technology-related solutions

Manage outside vendor relationship

INNOVATIVE HR PRACTICES

CRITISICM OF THE MODEL

1. Frequent changes in job design of the employees in order to meet organisation changing
business demands, leads to difficulties on the past of both the organisation as well as employees,
as the organisation has to provide the employees with training and employees finds it difficult to
adapt to these changes or to learn new skills, with every change.
2. For the management of change, expert or advisors are needed to be hired from outside of the
organisation, which in turn leads to increase in cost.
3.As performance levels are designed, which of course leads to improvement in the productivity
of the organisation but with the change in customer needs these levels has to be redesigned
which becomes very tedious sometimes when it to frequent and requires a lot of analysis as it has
to be done after lot of analysis.
4. There are certain factors which are looks upon to measure the performance of the employees,
but other than these factors there are other factors also which affect the performance.