“INNOVATION IN HRM”

By –Saurabh DeoliIBT+MBAASU2011010100054

INTRODUCTION 

Historically, the HR Department was viewed as administrative overhead.

HR processed payroll, handled benefits administration, kept personnel files and other records, managed the hiring process, and provided other administrative support to the organization .

The role of Human Resources is changing as fast as technology and the global marketplace.

The positive result of these changes is that HR professionals have the opportunity to play a more strategic role in the business.

The challenge for HR managers is to keep up to date with the latest HR innovations -technological, legal, and otherwise.

NEW TRENDS IN HRM

Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. This calls for future skill mapping through proper HRM initiatives.

Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the global alignment of Indian organizations.

HRM ACTIVITIES

Human ResourceManagement

Attract and orient new employees

Effectivecompensation

systems

Effectivework

environment

Compliance & procedures

Effectiverelationships

TECHNOLOGICAL CHANGES AND HRM

Technology includes tools, machinery, equipment, work procedures and employee knowledge and skills. The impact of technology on HR can be profound, as the following things clearly reveal:

New skills, knowledge, experience and expertise required to gain the edge over rivals.

Downsize operations, cut organizational layers and cut the extra fat to survive in a competitive world

Collaborate and achieve teamwork Relocate work from the office to the home Internet and intranet revolution. 

ECONOMIC, POLITICAL AND SOCIAL CHALLENGES AND HR  Now-a-days, people, goods, capital and

information are moving around the globe as never before.

Global competition is making every firm to think in terms of gaining an edge over rivals by producing high quality goods at a very competitive price.

This is where the ‘people’ dimension comes into being. Incentives, favorable work climate, team spirit, freedom to think and act independently, and a host of other HR initiatives are needed to keep talent from flying away. 

DESIGNING APPROPRIATE HR SYSTEMS

Issue Focus on Nature of employment : Job/Career Recruitment : Internal/external/both Selection : Merit/other considerations Training and employee : 6 months/yearly

development actions Regular/irregular/need based Degree of participation : Top down/bottom up Incentives : Individual merit/group output Job security : Lifelong employment/need-based jobs Employee welfare : Be a model employer (offer those that

are needed by law.)

HIGH-PERFORMANCE WORK SYSTEMS 

High-performance work systems are organizations that have the best possible fit between their social system and technical system.

Some of the trends in today’s high-performance work systems are:

Trust on knowledge workers. Empowerment of employees to make

decisions. Utilization of teamwork.

FOCUS ON STRATEGY

At a growing number of organizations, HR professionals are strategic partners with other managers.

The specific ways in which HR professionals support the organization’s strategy vary according to their level of involvement and the nature of the strategy.

EXPANDING INTO GLOBAL MARKETS In order to meet

challenges, companies must :-

Develop global markets Keep up with competition

from overseas. Hire from an international

labor pool. Prepare employees for

global assignments. Employees who take

assignments in other countries are called

CHANGES IN THE EMPLOYMENT RELATIONSHIP

A psychological contract is a description of what an employee expects to contribute and what the employer will provide the employee in exchange for the contributions.

  From the organization’s perspective, the key to

survival in a fast-changing environment is flexibility.

Flexibility in HRM includes: Flexible staffing levels Flexible work schedules

CHANGES IN THE EMPLOYMENT RELATIONSHIP

Alternative work arrangements are methods of staffing other than the traditional hiring of full-time staff.

Independent contractors On-call workers Temporary workers Contract company workers From employees’ perspective, alternative work

arrangements provide some flexibility for balancing work and non-work activities.  

The globalization of the world economy and the development of e-commerce have made the notion of a 40-hour workweek obsolete.

Offering flexible work schedules provide organizations with many benefits.

BUSINESS STRATEGY: ISSUES AFFECTING HRM

LATEST TERMS IN HR

o Talent management

o Succession planning

o Competency mapping

Succession planning is a process for identifying and developing internal personnel with the potential to fill key or critical organizational positions.

Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees.

Competency Mapping is a process which identifies key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization.

CONCLUSION

Due to the new trends in HR, in a nutshell the HR manager should treat people as resources, reward them equitably, and integrate their aspirations with corporate goals through suitable HR policies.

REFERENCES

http://www.innovationexcellence.com/blog/2012/09/06/involving-hrm-in-innovation/

http://onlinelibrary.wiley.com/doi/10.1111/j.1467-8691.2005.00331.x/abstract