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DrPRRodiyaHumanResourceManagment.pptx
- 2. Human Resource Management (HRM) RecentTrends and Practices
- 3. Dr. Prakash R.Rodiya Asst. Prof. Dept. of Commerce
- 4.
- 5. HRM •Practices involved -acquisition,development, motivation and maintenance of HR. •It is Management of HR –to bring Organization and HR together •It means to develop manpower and use suitable methods •Methods as training, promotions, transfers and opportunities for career development.
- 6. •HRD program createa team of well-trained, efficient and capable managers •HRM is future oriented practice. •To Maximize performance of employees HRM
- 7. The term “HumanResource Management” was developed from the term “Personnel Management”.
- 8.
- 9. ORIGIN OF HRM Itsorigin is dated back to 1800 B.C., wage and incentive plans • Ist management book “Arthasastra” - Kautilya, - in 400 B.C. codified many aspects of HR practices in ancient India.
- 10. HISTORY OF HRM •Recentterm •Came into use in early seventies •Prof. Len Nadler applied HRD in 1968 in the George Washington University, Washington DC.
- 11. •In 1969 itwas used in Miami at the American society-Training and development through conference. • In 1970’s it was gained more acceptance in worlds over
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- 13. HRM IN INDIA •Larsenand Toubro- HRD 1975 private sector Company- assist growth of employees- specially people at the lower levels. •In public sector Government Company- BHEL-1980. •HRM Developed -UK and USA- world recognition.
- 14. •Governmental interventions andcompulsions. •Practical and a elastic approach. HRM IN INDIA
- 16. 1920 to 1930 •Workerwelfare 1930-1950 - •Royal commission on labour suggested to appointment of labour officer
- 17. 1950-1960 •Maintain discipline • Break-upthe leadership • Trade unions •Handle recruitment and termination • Keep form of labour welfare.
- 18. 1960-1970 •Rise of thepublic sector •Labour welfare •Participative management •Industrial harmony •Impact of Westernization
- 19. 1970-1980 •People management •Personnel officers •Establishment officers
- 20. 1970-1980 •Birth of workertraining institute •Focus on Attitude development 1980-1990 •HR department separated •HRD and personnel function clubbed together
- 21. 1990-2000 •Impact of LPGpolicy on HRM •HRM as strategy •Motivation and stress management for change •Focus on organization objectives •Industrial relations training and development • Information and Communication system
- 22. 2000-2010 •Selective management •Corporate strategy •Teamformulation and strategy implementation
- 23. 2010-2017 •Skill Development- Globaliseemployees •Skills for employment generation •Skills for advancement of HR and nation •These concept get boost……..
- 24. Continuous changes intechnology, economic, social and emotional understandings and structures have great influence on Human Resources management. 2018 and onwards ……
- 25. 2018-2025 RECENT TRENDS INHRM •HR Skill development strategy •Focus on technology driven change •To find people To connect people •To engage people To replace people •Globalization- Infosys started to appoint Chinese UG, PG and training at Mysore
- 26. Work-force Diversity •Similarities anddifferences - age, cultural background race, religion, gender •Workforce composition •Family friendly organization •Participative approach-work better •Big challenge –opportunities
- 27. •Technology as atool to help with day-to-day tasks •Technology as a way of life in the workplace •Talent pools can now be identified simply by searching hash-tags •(Message on specific topic •Twitter, Integral, Pinterest) •Hiring & Firing
- 28. •Up-skill– Re-Skill---Up-Skill •Online Learning-Onthe Job off the job training •HR Chat-bots !- To help HR and employees Chatter-bot-Artificial Conversation by internet, like tennis Talk-reply, Talk-reply………. •Flexible work arrangements •Employee Experience •Develop Global Leaders-in past global leaders developed and created history
- 30. •Community Focus- makingthe world more sustainable •Artificial Intelligence (AI) in HR Robot to perform task-computer control-requires human intelligence-visual perception, speech recognition, decision making, translation •Review culture and continuous feedback •Brand HR-Research and Innovation, multitalented HR •Use social media channel for HR •Mobile recruitment-India worlds IInd highest Mobile phone user nation
- 31. •Goodbyes to paperwork •Priority to employee satisfaction •Digitized rewards and recognition •Learning Management Systems (LMS) for skill development
- 32. •Part-time employment-USA 40%-otheradvanced nations •Contingent workforce management •Online skill assessments System •To Develop Fitness and wellness Apps for HR- Dietary counseling, yoga, meditation, education , training ,work and life……….. •Workforce Expectations-Turnover Management-strategy
- 33. •Decentralize operations •Self management •Teamwork- Virtual teams Geographically distributed team-use of tech. for communication-FAX, E-mail, Video conf. •Business Strategy- High Quality Standards, TQM, Six sigma
- 34. •Global Reengineering ofemployees –Training in Abroad, multitalented employees •Human resource outsourcing (HRO)- external supplier •Work life balance – Develop healthy employees •Happy family-happy work force •E-recruitment-Face book, Twitter, What's App,
- 35. PROBLEMS- HR PRACTICESIN INDIA •Low motivation •No Recommendations •No proper performance appraisal •Promotion based on seniority-than talent Skill, abilities •No proper training-Traditional methods Class room Training
- 36. •Corrupt practices inHR Planning •Caste biased system •Poor decision making •Poor objectives •Low focus on skill development •Lack of strategically advancement of HR PROBLEMS- HR PRACTICES IN INDIA
- 37. CONCLUSION •Globalization •HR professionals startedfocusing on HRD •More emphasis on harmonious balance •Application of E-technologies •Emphasis on AI
- 38. •HRD focal point •HRas a asset •HR advancement strategy •Brand HR
- 39. BIBLIOGRAPHY •http://www.whatishumanresource.com/the-historical- background-of-human- resource-management. •http://shodhganga.inflibnet.ac.in/bitstream/10603/11268/1 1/11_chapter%202.pdf •https://www.thecho.in/files/Jyotsnali-Chetia.pdf • https://www.scribd.com/presentation/34490380/history- of-hrm •http://kalyan-city.blogspot.in/2009/12/human-resource- management-human.html