Be Presentaion

8/13/2019 Be Presentaion

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PRESENTATION ON

CHALLENGES IN HUMAN RESOURCE

MANAGEMENT IN 21STCENTURY

Presented by:

06: Arup Bordoloi24: Kaustav Kashyap

33: Naba Kishore Tamuli

50: Rishikesh Dutta53: Samujjwal Chakraborty

59: Swamick Choudhury

MASTER OF BUSINESS ADMINISTRATION 1STSEMESTER

Subject: Human Resource Management


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1. Introduction2. Human Resource Process

3. Challenges in Modern HRM4. Challenges in HRM in Indian IT

Industry5. Conclusion


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We have to know:

1. What is an ORGANIZATION ?2. What is HUMAN RESOURCE ?

3. Concept of HUMAN RESOURCE

MANAGEMENT


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The word organization is derivedfrom the Greek word organonwhich

in turn is derived from the better usedword ergon which means organ-acompartment for a particular task. Anorganization is a social entity that has

a collective goal and is linked to anexternal environment.


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It is the term to refer how people are manged by theorganization

According to the Institute of Personal management(U.K), Human Resource Management is an integraland distinctive discipline in an organization,concerned with the people at work and theirrelationships within the enterprise enabling each

person to make his or her best contribution to itssuccess, both as a member of the working group andas a person


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Human resource planning

Employee remuneration and Benefits AdministrationPerformance Management.

Employee Relations.


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Recruitment

Selecting

Hiring

Training and development


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The process involves deciding upon salaries andwages, Incentives, Fringe Benefits and

Perquisites etc. Money is the prime motivator inany job and therefore the importance of thisprocess. Performing employees seek raises, bettersalaries and bonuses.


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It is meant to help the organization train, motivate andreward workers. It is also meant to ensure that the

organizational goals are met with efficiency. The process notonly includes the employees but can also be for adepartment, product, service or customer process; alltowards enhancing or adding value to them


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Employee retention is a nuisance with organizationsespecially in industries that are hugely competitive in

nature. Though there are myriad factors that motivate anindividual to stick to or leave an organization, but certainlyfew are under our control.


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CHALLENGES

IN MODERN

HRM


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Many Indian firms are compelled to think globally,

something which is difficult for managers who wereaccustomed to operate in vast sheltered markets withminimal or no competition either from domestic orforeign firms.


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Employees demand empowerment and expect equality withthe management. Previous notions on managerial authorityare giving way to employee influence & involvement along

with mechanisms for upward communication and dueprocess.

So every time there is need to redeem the profile of theworker and discover new methods of training, hiring,

remunerating and motivating employees.


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The trends towards outsourcing has been caused byseveral strategic and operational motives. HRdepartments are divesting themselves from mundane

activities to focus more on strategic role. Outsourcinghas also been used to help reduce bureaucracy and toencourage a more responsive culture by introducingexternal market forces into the firm through the biding

process. It is a big challenge before the HR manager toprove that his/her department is as important as anyother functions in the organization. The relevance of HRis at stack.


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Frequently, physical relocation is required. The increasingnumber of dual-career professionals limits individualflexibility in accepting such assignments and may hindernumber of dual-career professionals limits individualflexibility in accepting such assignments and may hinder

organizational f lexibility in acquiring and developing talent.Some demographic changes in the workforce havingtheir own implications to the HR managers are:(i) increasingnumber of working mothers,(ii) a steady decline of blue-collar employees who are giving way to white-collar employees, and (iii) increasing awareness & educationamong workers.


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Balancing work & life assumes relevance when both husbandand wife are employed. Travails of a working housewife aremore than a working husband, thus balancing it is becominga major challenge for HR manager. So a programmeaiming balancing work-life is required and are supposed to

include: Childcare at or near the workplace, Job Sharing,Care for sick children and employees, On-site summer camp,Training supervisors to respond to work and family needs ofemployees, Flexible work scheduling, Sick leave policies,Variety of errands from dry cleaning, dropping children atschools, making dinner reservations etc and many more likethe same or other.


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Hiring ethical strong employees is only thebeginning.

The HR manager needs to carefully screenapplications for jobs.

The managers should weed out those who are proneto indulge in misdemeanors and hire those who can

build a value driven organization.


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Peter Drucker prophesies in his book (The New Realities) isshowing its color and many big companies has reduced theirnumber of management grades, elimination of layers within theirorganization.

ITC,HLL, Godrej & Boyce, RPG Enterprises, Raymond Woollen

Mills, Shaw Wallace, Ballarpur Industries, Compton & Greaves aresome of the companies that are doing so. Challenges are required particularly during the time of Acquisitions

and Mergers also during the bad whether of the firm. This is of need to keep people with and working effectively and

efficiently. These are done according to the changing character of competition,

as major companies operate through complex web of strategicalliances of varying degrees of permanence


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Its value is getting more important issue because ofincrease in the number of young workers.

Increase in the number of women joining the work-

force. Increase in mobility of work-force.

Organizations that can manage diversity better trendto be more flexible because they have broadened

their policies which are more open-minded, have lessstandardized operating methods and have developedskills in dealing with resistance to change.


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Unionization is preferable because to remain union-free costs the organization heavily.

General perception of managers is to avoidunionization but it is very beneficial to the

organization. It provide a mean for workers to express before the

management conditions prevailing in the workplace.

So the work of HR mangers gets tough here to decide

whether it should be there in the organization or notand if yes then how to control it.


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TATA CONSULTANCY SERVICES(TCS)


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TO MAINTAIN WORKFORCE DIVERSITY

THE MANAGEMENT OF WORKPLACE DIVERSITYLARGE WORKFORCE

MANAGING EIS

CONTROL AND MEASURE RESULTSLEADING THE TALK

TO KEEP THE SAME LEVEL OF RECRUITEMENT EVENIN RECESSION

TO ABSORB ALL RECRUITEES

TO MAKE MORE PROFIT FROM SAME REVENUE

TO MOTIVATE EMPLOYEE


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The role of the HR manager must parallel the needs of the changingorganization. Successful organizations are becoming more adaptable,resilient, quick to change directions, and customer-centered. Withinthis environment, the HR professional must learn how to manageeffectively through planning, organizing, leading and controlling thehuman resource and be knowledgeable of emerging trends in training

and employee development.

In conclusion, the practice of HRM needs to be integrated with theoverall strategy to ensure effective use of people and provide betterreturns to the organizations in terms of ROI (Return on Investment) for

every rupee or dollar spent on them. Unless the HRM practice isdesigned in this way, the firms stand to lose from not utilizing peoplefully. And this does not bode well for the success of the organization.


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