HRM

:
Excellence through Innovation

Prof. (Dr.) Navin Mathur Vice Chancellor Jai Narain Vyas University, Jodhpur

• HUMAN RESOURCES ARE THE LIFEBLOOD OF EVERY PRESENT DAY ORGANIZATION, MORE SPECIFICALLY A SERVICE ORGANIZATION
EMPLOYEES ARE THE FIRST CUSTOMERS OF EVERY ORGANIZATION MANAGING DIVERSE WORKFORCE

3 . • Service sector is one of the fastest growing sector of India. • All of us know that generation of massive productive employment opportunities is what India needs the most.” • Several countries have transformed their economies by using the HUMAN CAPITAL to the fullest.HRM: An Introduction • The National policy of the Government of India states that “HUMAN RESOURCE is the major engine of economic growth in most parts of the world. • Present-day GLOBAL ECONOMY has generated great capacity to create large scale employment of a diverse kind– from the most specialized to the unskilled. Growth in this sector is an outcome of Innovation which is caused by appropriate Human Resource Management.

LEADING TO INNOVATION AND EXCELLENCE 4 .Vital Scope of Human Resource Management: EFFICIENT PERFORMANCE.

HRM • HRM „is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce. structural and personnel techniques‟. 5 . using an integrated array of cultural.

It is also the result of communication. 6 . • Knowledge management is generally understood as a means of having better control over the production and usage of explicit and implicit knowledge. collaboration and social interactions.Knowledge Management • Two key factors for success and innovation are knowledge building and the role of the state as a facilitator. • The paradigm shift in the understanding of information and knowledge management is not just the result of a particular distribution or retrieval process. using and applying existing knowledge to new problems.

Why Now? Action Plan Getting Started Knowledge Management Key Concepts A Bit of Theory Critical Success Factors KM Cases The Knowledge Agenda 7 .Knowledge Map Questions/ Discussion Fad or Fundamental? Why Knowledge.

sharing and contribution. 8 .Contd……. The new view on knowledge management does not take knowledge and information as fixed. • • Knowledge building is a part of knowledge management which include the involvement of Human resource. but emphasizes the ongoing growth and renewal of information and knowledge in a continual process of authoring.

Fad or Fundamental ? Innovation in Products. Services and Processes Knowledge Goods & Services • Global Customers • Changing Needs • Time-to-market • ‘Smart’ Products • Customization • Service • Quality • Intangibles 9 Information .

Roots of Knowledge Management Business Transformation (BPR. culture) Innovation Knowledge Management Learning Organization Intellectual Assets/Capital Knowledge-based Systems Information Management 10 . TQM.

tacit Transfer needs learning Information Data Codifiable. explicit Easily transferable 11 . judgemental Contextual.Knowledge is different (1) Intelligence Knowledge Human.

Knowledge is different (2) Chaotic knowledge processes Human knowledge and networking Information databases and technical networking Systematic information and knowledge processes 12 .

Takeuchi Tacit Socialization Externalization From Explicit Internalization Combination Tacit To Explicit 13 . Nonaka and H.Conversion Process Source: The knowledge creating company. I.

2 Key Thrusts Sharing existing knowledge “Knowing what you know” Knowledge for Innovation “Creating and Converting” 14 .

Seven Levers • • • • • • • Customer Knowledge .but people ‘walk’ Knowledge in Processes .do we know what we know? Knowledge in Relationships .the most vital knowledge Knowledge in Products .know-how when needed Organizational Memory .richness and depth Knowledge Assets .intellectual capital 15 .‘smarts’ add value Knowledge in People .

Knowledge Cycles Innovation Cycle Codify Identify Embed Product/ Process KM Cycle Collect Classify Create Knowledge Repository Organize/ Store Diffuse Use/Exploit Access Share/ Disseminate 16 .

• Knowledge management helps in the Human resource development by using technology • Innovation and creativity in the services provided by service provider are the two backbone of the Tourism sector.HRD in Tourism Sector • In service sector specially in Tourism sector. human resource plays a very crucial role. • This industry requires a human touch along with service with smile. • The human resource who are working under/for this industry need to be multi skilled. strategic. creative and systematic thinker. forward looking. • Human resource of this industry are working as a facilitator as they decide the profitability of this industry. 17 .

Multi Skilled and Forward Looking • If human resource is multi skilled then it will easily understand the needs and wants of customer and cater their requirement in a very effective manner. • if human resource is forward looking by nature then it can easily understand the future demand and serve the customer in that way 18 .

If the industry players are not acquainted with the recent trends.e. technology etc.Strategy • If industry player/ service provider are strategic thinker i. • Darwin's‟ “Survival of the fittest” is best suited in this competitive world. they are using competitive advantage (if having) or making yourself sound in technology then they will be able to survive in the industry. then it will mark question mark on their future existence. 19 . fashion.

20 . • Creative workforce will increase the customer attractiveness towards the company which ultimately builds the reputation in the minds of consumer.Creative Workforce • Creativity is the success mantra of this industry as uniqueness decides the profitability.

Systematic Workforce • The systematic approach of workforce towards the work decides the success of any organization and this rule also applies in this industry. 21 .

Importance of HRM in Tourism Increase labor High labor turnover Dealing with the general public Requires a discipline and special personality • • • • 22 .

Challenges • • • • • • • • • Lack of skilled labor Working with the general public Visa and legal constraint Dealing with entertainment Competition Seasonal employment Language skills Can be physically demanded Leakages of information and employement 23 .

strategic. forward looking. 24 . creative and systematic thinker. • The human resource who are working under/for this industry need to be multi skilled.Conclusion • Tourism industry requires a human touch along a service with smile.

Improvement of HRM in Tourism Industry • • • • • • • Human Resource Planning Structuring Training Appraisal Incentives Invest in people Profit sharing 25 .

Thank you Prof.) Navin Mathur nmathur11@rediffmail.com . (Dr.

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