Contemporary Issues in HRM
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Transcript of Contemporary Issues in HRM
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Presentation Made By:SaumyaPrakhar
Anil YadavDuugi
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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:
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International Human Resource Management (IHRM)
International Human Resource Management is the process of procuring, allocating and effectively utilising human resources in an
international business.
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Models of IHRM
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Characteristics of IHRM
More HR activities Need for a broader perspective More involvement in employee personal lives Equal treatment to
different nationalities
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Basic Steps in IHRM
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Reasons for Growing Interest in IHRM
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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 company’s 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
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SHRM: A Key to Success
Three levels of strategy apply to HRM activities:
The HRM activities involved are:
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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
SHRM: A Key to Success
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Traditional HRM v.s. SHRMPoint of distinction Traditional HR Strategic HR
Focus Employee Relations Partnerships with internal and external customers
Role of HR Transactional change follower and respondent
Transformational change leader and initiator.
Initiatives Slow, reactive, fragmented
Fast, proactive and integrated
Time horizon Short-term Short, medium and long (as required)
Control Bureaucratic-roles, policies, procedures
Organic-flexible, whatever is necessary to succeed
Job design Tight division of labor; independence, specialization
Broad, flexible, cross-training teams
Key investmentsAccountabilityResponsibility for HR
Capital, products Cost centreStaff specialists
People, knowledgeInvestment centreLine managers
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Human Resource Management 13
Shifts in HR management in India
Emerging HR practice
Strategic role
Proactive
Key part of organizational
mission
Service focus
Process-based organization
Cross-functional teams,
teamwork most important
People as key investments/assets
Traditional HR practice
Administrative role
Reactive
Separate, isolated from
company mission
Production focus
Functional organization
Individuals encouraged,
singled out for praise, rewards
People as expenses
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Strategic Management Process
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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
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Types of Strategies
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HR PRACTICES LINKED WITH COMPETITIVE STRATEGY
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The Matching Model
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The Control Based Models
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The Resource based Model
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The Integrative Model
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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.
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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)
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Essential Green HR Activities
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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.
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“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.”
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Companies who Have adopted GREEN HRM
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