Vous êtes sur la page 1sur 29

Contemporary Issues in HRM

Presentation Made By: Saumya Prakhar Anil Yadav Duugi

Contemporary Issues in HRM

Human resource managers face a myriad challenges with todays workforce. There are issues concerning the diverse workforce, legislation affecting the workplace and technology matters that rise to the top of the list of challenges. Major Contemporary issues in HRM are:

Green HRM


Chronic Health Issues

Career management and Development


Organizational Development and Change

Employee Benefits and Compensation

International Human Resource Management (IHRM)

International Human Resource Management is the process of procuring, allocating and effectively utilising human resources in an international business.




Managing expatriates

Need for IHRM

Globalization has forced HRM to have international orientation

Effectively utilise services of people at both the corporate office and at the foreign plants

Models of IHRM
HR Activities
Procure & Utilize Host & Home Country Host & Home Countries Allocate

Types of Employee

Third Country

Third Countries

Characteristics of IHRM
More HR activities Need for a broader perspective More involvement in employee personal lives Industrial Equal treatment to Relations different nationalities
Performance Management

Human Resource Planning

Employee Hiring


Training and Development

Basic Steps in IHRM

Human Resource Planning



Recruitment and Selection


Employee Relations

Training and Development

Performance Management

Multicultural Management

Reasons for Growing Interest in IHRM

Globalization of Business

Effective HRM

Indirect cost of poor performance

Movement to network organisation

Significance in implementing and control of strategies

Strategic Human Resource Management (SHRM)

Strategic human resource management

Formulating and executing HR systems that produce the employee competencies and behaviors the company needs to achieve its strategic aims

Taking a strategic HRM approach means:

Making human resources management a top priority Integrating HRM with the companys strategy, mission, and goals

HRM can make significant contributions if included in the strategic planning process from the outset.

The strategic management process helps determine: What must be done to achieve priority objectives How they will be achieved

SHRM: A Key to Success

Three levels of strategy apply to HRM activities: Strategic (Long Term) Manageria l (Medium Term) Operation al (Short Term)

The HRM activities involved are: Employe e Selectio Rewards n/ Placeme nt

Appraisa l

Develop ment

SHRM: A Key to Success

Strategic HRM planning leads to:

Growth Profits Survival

Planning also:

Expands awareness of possibilities Identifies strengths and weaknesses Reveals opportunities Points to the need to evaluate the impact of internal and external forces

Traditional HRM v.s. SHRM

Point of distinction Focus Role of HR Traditional HR Employee Relations Transactional change follower and respondent Slow, reactive, fragmented Short-term Bureaucratic-roles, policies, procedures Tight division of labor; independence, specialization Strategic HR Partnerships with internal and external customers Transformational change leader and initiator. Fast, proactive and integrated Short, medium and long (as required) Organic-flexible, whatever is necessary to succeed Broad, flexible, cross-training teams

Initiatives Time horizon Control Job design

Key investments Accountability Responsibility for HR

Capital, products Cost centre Staff specialists

People, knowledge Investment centre Line managers

Shifts in HR management in India

Traditional HR practice Administrative role Emerging HR practice Strategic role

Separate, isolated from company mission Production focus Functional organization Individuals encouraged, singled out for praise, rewards

Key part of organizational mission

Service focus Process-based organization Cross-functional teams, teamwork most important

People as expenses

People as key investments/assets

Human Resource Management


Strategic Management Process

Environmental Scanning Strategy Formulation

Corporate level Business unit level Functional level

Strategy Implementation

Strategy Evaluation

HR Role in Strategic Management

In strategy formulation HR manager supplies competitive intelligence that is useful In strategy implementation Encouraging proactive behavior Explicit communication goals Stimulate critical thinking Productivity Quality and Service Proficient strategic management

Types of Strategies
Operations Resource View
Corporate level Business Level Functional Level





Career Path & Promotions


The Matching Model

The Integrative Model


The control based Model

The Resource based Model

The Matching Model

The Control Based Models

Process Based

Outcome Based

The Resource based Model

The Integrative Model

Green Human Resource Management (GHRM)

Green HR is one which involves two essential elements: environmentally friendly HR practices and the preservation of knowledge capital.Green HR involves reducing your carbon footprint via less printing of paper, video conferencing and interviews, etc.

The kinds of action taken within green HRM initiatives include educating employees about climate change and other environmental issues, training in working methods that reduce the use of energy and other resources, promoting and incentivizing more sustainable means of travel to work (e.g. car sharing, cycling, public transport), and auditing employee benefits to eliminate those that are environmentally damaging (e.g. unnecessary provision of a high powered company car)

Essential Green HR Activities

Corporate Office Building Separate Department Conduct A Research

Decreased Printing


Cleanliness Drive

Reusable Articles

Power Savings

Impact of Green HRM

Gaining perception, reputation and good will. Economically useful, hence direct impact on profit and enhances the return on investments. Better Power Utility Better Utilization of Resources Cost Effective Smarter Performance translated into Cheaper Products.

During the past 2 decades, a worldwide consensus has begun to emerge around the need for pro-active environmental management.in Response , scholars from management systems as diverse as accounting , marketing and Supply-chain Management have been analyzing how managerial practices in these areas can contribute to environmental management Goals.

Companies who Have adopted GREEN HRM

General Electrics
Uses six sigma technique for optimizing their operations to improve environmental and social outcomes in a manner that increases overall performance.

Uses green recruiting technique- Believes that most talented people get attracted because of it.

eRecruiting Staffing Solutions

Hewlett Packard
Product take-Back programs, green packaging and integrating desgins.