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Human Resources Management in 2020

What Is HRM?
Human Resources Management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of Human resources to the end that individual, organizational and social objectives are accomplished. -Flippo

“DRAWBACKS in HR”

• “Many HR people still lack business skills” • “We have not adequately managed high expectations of HR” • “We have overhyped e-learning.” • “We do much order-taking… and mistaking talk for action”

EMERGING LEGAL ISSUES AT WORK

• NEW TECHNOLOGY ISSUES • AGE CONSCIOUSNESS IN THE WORKPLACE • GLOBALISATION OF EMPLOYMENT LAW • TRAINING FOR LEGAL COMPLIANCE • WORKPLACE SAFETY

NEW CRITERIA FOR RATING “HR”?

• Profit generated per employee (compared to industry benchmark) • Salary/wages costs compared to industry median • Number of talented candidates applying for advertised and for unadvertised vacancies • Time taken to satisfy customer orders, inquiries & complaints. • Incidence of customer complaints caused by employee behaviour • Cost/risk due to time lost through injuries, absences, disputes

HR EXECUTIVES’ VIEW OF THE FUTURE
TOP 5 BUSINESS CHALLENGES TOP 4 HR CHALLENGES

• Developing new markets • Improving profitability • Market share growth • Becoming the recognised global market leader • Building shareholder value

• Attracting and retaining talented people • Improving organisational capabilities • Developing leadership skills • Looking forward to other Dept also

FUTURE OF ORGANISATIONS: Scenario 1

SMALL COMPANIES,LARGE NETWORKS
• Autonomous teams of 1-10 people • Linked by high bandwidth, electronic network • Independent organisations for social networking, recreation, learning,reputation building and income smoothing. They are home for our identity as projects comes and goes.
Examples: Film industry; Nike; Nokia PC.

Small Company, Large Network HR
• • • • • • • Very specific HR scope focused on project organisation (e.g. talent scouting/selection, pay, health & safety) Selection is via networks, personal references, reputation Performance management is via peer pressure and industry/ professional standards Rewards are contractual equity based Development is via doing leading edge projects Innovation is via brokers, deal makers, agents, sponsors Outsourced
– agents, brokers, specialist providers

FUTURE OF ORGANISATIONS: Scenario 2

VIRTUAL COUNTRIES

• • • •

Traditional hierarchy or decentralised divisional structure Company is the focus for individual identity Company meets employees’ needs from cradle to grave Employees own the firm AND have right to elect the Board and management • Open book accounting informs management elections • Role of governments, industry unions is significantly reduced
Examples: GE, Johnson & Johnson

SHIFTS THAT WILL RE-SHAPING HR ROLES IN 2020
FROM
             Local markets Clerical work Hierarchy Intermediaries; face-to-face Obedience to formal authority Physical contribution Full time job Customer service Work done by employees Fixed work location Loyal service Unionization “Get a job”

TO
Global markets Knowledge work Networks Direct access,virtual relationship Questioning of formal authority Intellectual contribution Part-time and project work Shareholder, stakeholder value Work done by many contributors Diverse work locations Marketable knowledge, skills No Unionization at all “Get a life”

Some key features of 2020
• • • • • • • • HRIS (Human Resource Information system) Training will be treated as an Investment. Flexibility access – anytime, anywhere. Working from house for small projects. Pre-employment market oriented skill development education. Post employment support for advanced education and training. Focus on “Quality of life beyond work. A laptop, a mobile phone, palm top, electronic diary for the new age employee. • Usage of ESOP’s, life style prerequisites, rewards, milestones bonuses, knowledge pay and competency bonuses. • Mentoring Program will take place.

Thank You
-: Presented By :DHEERAJ JAIN DILIP NAGDA RMAT-I (II Sem) Faculty Of Management Studies, Udaipur March 26, 2008