Contemporary issues in hrm

Contemporary issues in hrm

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  CONTEMPORARY ISSUES INHRM
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  Introduction • In theEra of global competition, when changes in the job demand; job context and job content have been taken place in fast speed due to market conditions, technologies changes, fast obsolescence of products, work methods and services, the organizations have to re- think about HR trends and policies. • 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.
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  Emerging Trends InHRM: • Human Resource Management is a process of bringing people and organizations together so that the goals of each others are met .The role of HR managers is shifting from facilitators to HRD consultant. Now HR managers are strategic business partner.
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  Redefining Role ofthe HR professional: • Any organizational models focusing people centric issues call for redefining the future role of HR professionals.
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  Recruitment challenges • Warfor talent: With the increase of global job mobility recruiting competent people is becoming difficult, especially in India. The talent available is smart, sophisticated, technologically literate, and globally astute. • Outsourcing • E-recruitment
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  Congenial And HealthyWorkplace: - work life balance: • There is growing recognition that there is a definite link between the work environment, health and well being of its employees. • Work life balance is becoming a more challenge to HR managers as more women are taking up jobs to add to finances of their families or to become careerists. • Organizations should undertake work life balancing programmers as in their absence both men and women will be exposed to stress, depression and anxiety.
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  Managing Cultural Diversity •Diversity is about managing the demographic and psychographic characteristics of an evolving workforce. • The success of diversity strategy is measured in how well organizations can capitalize the skills, intelligence, culture and experience of every employee.
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  The Impact ofTechnologies: Today virtual workers and flexible work arrangements are made possible through communication technology. Organization can be physically local, yet virtually global due to technology. It is because of technological impact that organizations are looking for cross-border and multinational HR solutions that provide a single HR database that gives them access real-time information that will aid in their decision-making.
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  Managing the Talent: •Succession Planning. • Leadership Development.
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  Corporate Values &Cultures: • What is clearly evident these days is that more and more firms are unwilling to tolerate unethical behavior from their executives. • Ethical behavior should be core component of company culture.
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  Impact of Legal& Compliance Issues: • it becomes necessary for HR to understand the new realities of privacy and security of employee data. It also means developing closer relationship with IT & Finance to understand new rules.
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  Suggestive HR measuresfor effective performance for 21st century organization: • Policies: - HR policies based on trust, openness, equity & consensus. • Work force skills: - Proper utilization of work force skills & abilities in order to exploit environmental opportunities & neutralize threats. • Motivation: - Employ innovative reward plans that recognize employee contributions & grant enhancements. • Quality Consciousness: - Indulge in continuance quality improvement through TQM & HR contributions like training, development, counseling etc. • Relations: - Fair treatment of people & prompt redress of grievances would pave the way for healthy work - place relations. • Change Agent: - Prepare workers to accept technological changes by clarifying doubts. • Utilizing Distinctive Capabilities: - Utilize people with distinctive capabilities to create on surpassed competence in an area e.g. Xerox in photocopies, Telco in Trucks etc. • Decentralization: - Decentralize operations & rely on self-managed teams to delivers goods in difficult times. • Co-opting Workers: - It is desirable to lay off workers while bringing some major change in smooth way by explaining facts to unions, workers & other affected groups e.g. IBM, Kodak, Xerox etc. • Making HR activities Ethical: Institute mechanism to ensure ethical conduct of employees. Whistle blowing, ethics hotline, & ethics committee are some of the ways of ensuring ethical conduct. But more importantly HR managers must set an example for ethical behavior by themselves.
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  Here are justa few more reasons to focus on effective HRM: • Creates a unique workplace culture • Emphasizes the rules, expectations, and standards for the workplace • Helps everyone understand workplace diversity • Facilitates communication between HR and employees • Strengthens the importance of training and development • Eliminates employee uncertainty
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  Conclusion • HR managersneed to design strategies and plan actions required to put the right performing employees in the right key performance areas, develop their skill set, reward and recognize the performers, retain key talent with proper care and attention.