Human Resource Management

By Manish Jaiswal 1. Increasing level of education:

Assignment-1

Dt.27/3/2012

Submitted to: Prof. Sanghamitra Ghosh

Human resources development is the process of increasing the knowledge, skills and capacities of all the people in a society. A workforce that is knowledgeable and skilled at doing complex things will entice global money to it. Generally speaking, jobs that require high levels of education and skill pay higher wages than jobs that require few skills and little education that has a professional degree is significantly lower than that of people who have a high school diploma or less than a complete high school education. Data indicating that the earnings are higher and the unemployment rate is lower for people who have high levels of education. Increased education has helped the work progress to grow in better way. It has directly affected the working culture. People have now understood that when it comes to job an individual must have knowledge about the job and educational knowledge is also required. 2. Shift from manufacturing economy to services: In well-structured organizations where HRM and quality practices are implemented, a healthy culture and a competitive working environment develops, which creates motivation and commitment among employees for achieving quality and financial objectives of the organization. Manufacturing economy service sector covers a huge range of human services, varying significantly in the nature of the work and the level of skill required. Its in each group; firms are seeking to serve a particular set of customer needs in much the same way. Loss of skilled labour Challenge to retain trained employees. High attrition Human Resource challenge to create an engaged workforce. More emphasis on soft skill development Motivating, training and satisfying employees are very important.

3. Increased number of dual income career families Nearly two-thirds of all married persons in the workforce are in dual income career families. Employees are turning down transfers and promotions if their employer cannot ensure comparable employment opportunities for a spouse or partner in the relocation destination. Relocating dual income families is a common problem employer and Human Resources must be prepared to address. Dual-earner families have been treated as if they are a homogenous group of individuals having to cope with similar demands. Yet these families vary in their rationale for both spouses working outside the home. Given the variations in work and home responsibilities it is proposed that members of dual-earner families should be studied on the basis of: Transfer Policies Child care needs to be organized Maternity and paternity leaves Higher attrition

4. Increased number of women and ethnic minorities in labour force. A steadily increasing awareness of the need to empower women and ethnic minorities in labour force in an organisation. With the development of Human Resources, Rise of the feminist movement, Passage of governmental equal rights acts, Rise of the service, Expansion and increased access to higher education it has been realized that women are equally capable as men in an organisation. They are equally efficient and much more responsible. As a result in todays world in organisation women enjoy equal opportunities as men do. They are empowered to take decisions. Nowadays Human Resources department recruit more number of women in compare to men in the labour force. It is trying to reduce the gender gap. Women are not confined only to labour they are also recruited for the top most managerial level. Similarly immense potential of ethnic minorities have been recognized with the development of Human Resources and it is providing more opportunities to them by motivating, training, rewarding and recruiting in more numbers in labour force. Challenge to maintain diversified workforce. Strict sexual harassment policy. Higher productivity in mixed gender workforce. Develop communication skill Mitigate the gender discrimination Appreciation of each others culture Facilities for diverse workforce.

5. Ageing of the labour force: The aging workforce creates a challenge for an employer; ageing of the labour force definitely affects the Human Resources as older workers being less productive, inflexible, and unable to learn new technologies. Labor shortages in key industries will force a radical rethinking of recruitment, retention, flexible work schedules and retirement there are a number of challenges associated with an older workforce such as: Policies need to be expected Useful mix of experience employees and youth employees Resistant towards the change/ new technologies. Medical facilities. Higher expectation of wages.