New Trends in HRM

Unit 10 – New Trends in Human Resources Management
“ Adapt to changes… Change will lead you to grow”… Prof Dr. S. Edwin Christopher
Introduction
Human resource management is essential in any organization or

firm, its main objective is to maximize the performance of the
employee in the service of the concerned organization.
HRM is extremely important for any organization as it affects the

entire workforce of the organization.
But, very often the HR team encounters a number of different

challenges, about which we shall discuss further.
Newer trends and issues in human resource management have

been emerging these days.
Human Resources Management was exclusively viewed as an

administrative function.
HR processed payroll, handled benefits and compensation,

maintained personal files and other relevant records, managed
the hiring process and provided other administrative sub
services to the organisation.
The role of HRM is changing globally as fast as technology and

the global market place.
The changes happening at the global level is challenging HR

professionals and motivating them to play professional role of
strategists in the role of business model.
To keep them selves abreast of latest information and

innovations in HR skills, HR technological , legal and otherwise.
HR managers need to address these challenging issues and

trends and redress most of the HR issues
Factors Influencing Recent HRM

Trends
External Factors
Technological
Political
Economic
Social and Cultural
Local and Government Issues
Unions
Employers demand
Workforce diversity
Internal Factors
Mission
Vision
Policies
Organisational Culture
Organisation Structure
HR Systems
HRM Activities
New Trends in HRM
Technology
Technology includes
Tools and Techniques
Machinery and Equipment
Work Procedures
Employee Knowledge
And skills
Impact of Technology on HRM
New skills, Knowledge , Experience and expertise required to gain

edge over other competitors.
Downsize operations, cut down layers of organisation, and cut

unnecessary extra financial burden on day to day basis.
Collaborative and team work
Relocate work from office to home
Revolution and internet connecivity.
How to deal with

Technology Impact
Reasoning Consequences Management

Automation Cuts Pay Expenses Anger, Bitterness
Restructuring Eliminates Extras To be handled
effectively
Mergers Overall Give Reasons and
Improvement explain
Acquisitions Shocking to others How this will help
the employee and
the organisation
Competitive Impact on
Pressures Motivation and
Morale of
Employee
Impact of Economic,
Political and Social Factors
Business is complete Global Trend
Global Competition
Quality of Products and Servces
Competitive Prices
People Dimension like
Incentives,
Favourable Work Climate
Team Spirit
Freedom for Innovation
Act Independently
Host other Programmes
Manage Impact of Economic , Political

and Social Factors
Use Work Force Skill and abilities to exploit opportunities and

eliminate risk.
Induce Reward plans and recognise employee contributions
Indulge in TQM and HR Training
Induce with distinctive capabilities and create unsurpassed

competency level
Decentralise Operations
Create self managed teams
Lay off workers smoothly
Explain the various facts about factors influencing HR
Boost morale of the individual
Political Factors
Political Stability
Formation of New Political Parties
Influence of new wages by the Ministry of Labour
Political Party affiliation to Unions of Employee
Opposing to Downsizing, VRS, Restructuring excercises.
Social Factors
Being Social Relevant and Reponsible
Hire Qualified personnel
Hire inexperienced people to train Local people
Helping economically poor people
Help unemployed
Help Underprivileged ones.
Local and Government

related factors
Meet Legislative requirements
Offer jobs to local and certain sections of the society
Demand for Higher Wages
Better working conditions
Incentives, Benefits and Service Records.
Managing Work Force

Diversity
Work force diversity is common
Organisation best to do away with employee concerns
Maximize benefits
Work Force Diversity issues
Composition of work force in terms of age education culture

region and religion
Minority Groups
Economically Weaker Groups
Displaced Work Groups
Child Labour
Contract Labour
Women Employees

region and religion
Minority Groups
Child Labour
Contract Labour
Women Employees

region and religion
Minority Groups
Child Labour
Contract Labour
Women Employees
Internal Environment Issues
Mission and Strategy
Internal Policies
Organisational Culture
Organisation Structure
Human Resources System
Issues Solutions
Nature of Employment Jobs Availability
Recruitment Internal and External
Selection Merit
Training To use WWW
Participation Top to Bottom
Incentives Individual Merit and group out
put
Job Security Life Long Employment
Employees Welfare Model Employer
Aging Work Force
Values tend to change from generations to generations
Organisation struggle to retain employees and cut costs on

recruitment and selection process
Aged over 40 exceeds those below that age in organisations as

on date
Phenomenal growth in the Indian Labour
16 – 25 years labour to grow faster in the recent past.
Skilled Work Force Deficiencies'
Use of technology has changed the need of skills in employees
Composition of varieties of task and responsibilities
Educational achievements given priority for employment
Lack of skills to upgrade technology , recognise work and

empower Employees
High Performance Work Systems
Organisations have best of possible fit in social and technical

system
Rely on Knowledge Workers
Empowerment of Workers to take decisions
Team Work
Knowledge Workers
Organisations possess employees with specialised knowledge
Affects the kind of recruitment and selectiion
Performance Management and Training
Trained link to employees with skills
Focus on the relevant skill sets and requirements.
Team Workers
Team work of assigned job to group of employees .
Engage with many activities
Virtual teams rely on communication
Motivates employees to work with interest
Make significant contribution
Focus on Strategy
Level of Involvement and use of Strategy

TQM
Outsourcing
Downsizing
International Expansion
Re Organising
Mergers and Acquisitions
High Quality Standards
Reengineering
Distinction Traditional HR Modern HR

Focus Employee Relations Partnerships internal and
external
Role of HR Transactional Change Transformational Change

Initiatives Slow and Traditional Fast and Proactive
Time Horizon Short Term As required
Control Bureaucratic Flexible
Job Design Div of Labour Flexible and as required
Key Investments Capital People Knowledge
Accountability Cost Centre Investment Centre

Responsibility Staff Specialists Line Managers
Economy Change
Change in the way business conducted

Connected to WWW to change the perspective of look
Internet connects the business to the outside world
E Business is the rule of the day
Business to Business
Business to Consumers
Consumer to Consumer
Psychological Contract
Survival of the Fittest
Flexibility in HRM
Economy Change
Independent Employees
Alternative Work Arrangements
On Call Workers
Contract Workers
Globalisation of World Economy
Flexible work schedules.
Queries

New Trends in HRM

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Unit 10 – New Trends in Human Resources Management

Human resource management is essential in any organization or

HRM is extremely important for any organization as it affects the

But, very often the HR team encounters a number of different

Newer trends and issues in human resource management have

Human Resources Management was exclusively viewed as an

HR processed payroll, handled benefits and compensation,

The role of HRM is changing globally as fast as technology and

The changes happening at the global level is challenging HR

To keep them selves abreast of latest information and

HR managers need to address these challenging issues and

Factors Influencing Recent HRM

New Trends in HRM

Tools and Techniques

Machinery and Equipment

Impact of Technology on HRM

New skills, Knowledge , Experience and expertise required to gain

Downsize operations, cut down layers of organisation, and cut

Collaborative and team work

Relocate work from office to home

Revolution and internet connecivity.

How to deal with

Reasoning Consequences Management

Business is complete Global Trend

Quality of Products and Servces

People Dimension like

Manage Impact of Economic , Political

Use Work Force Skill and abilities to exploit opportunities and

Induce Reward plans and recognise employee contributions

Indulge in TQM and HR Training

Induce with distinctive capabilities and create unsurpassed

Create self managed teams

Lay off workers smoothly

Explain the various facts about factors influencing HR

Boost morale of the individual

Formation of New Political Parties

Influence of new wages by the Ministry of Labour

Political Party affiliation to Unions of Employee

Opposing to Downsizing, VRS, Restructuring excercises.

Being Social Relevant and Reponsible

Hire Qualified personnel

Hire inexperienced people to train Local people

Helping economically poor people

Help Underprivileged ones.

Local and Government

Meet Legislative requirements

Offer jobs to local and certain sections of the society

Demand for Higher Wages

Better working conditions

Incentives, Benefits and Service Records.

Managing Work Force

Work force diversity is common

Organisation best to do away with employee concerns

Work Force Diversity issues

Composition of work force in terms of age education culture

Economically Weaker Groups

Displaced Work Groups

Composition of work force in terms of age education culture

Economically Weaker Groups

Displaced Work Groups

Composition of work force in terms of age education culture

Economically Weaker Groups

Displaced Work Groups