Recent/Innovative Trends

in HRM

Sahil Aggarwal
40707030
Agenda
MOONLIGHTING
(Outsourcing, rising unemployment)

No Email Days, Virtual Water Coolers

(Managing virtual workforce and global teams)

Arbejdsglæde
(Happiness at Work)

Strategic HRM- BEIJING OLYMPICS !!

(An innovative look, positive trend in china)

THE HOTHOUSE EFFECT

(Managing Creativity )
 Moonlighting
• Dual or multiple job
holding
• Scenario:
– US , % of the
workforce
• 6% in 2002 ,9 % in 2007
– European commission
• most moonlighting is
undeclared work
• working on framework
to deal with problem
• Outsourcing COUNTRY STATUTORY
WORK HOURS
– exacerbates already high US 40
unemployment levels Canada 40-48
Australia 40
– Govt.’s in Europe (esp.)
Germany 48
“time sharing policies” France 39
Sweden 40

 Time-sharing policies are aimed at stimulating employment through a

reorganization of working time.

 Time-sharing policy gives the employer the incentive to opt for more
workers with fewer hours per capita.

 Reducing legal working week may lead to a situation of underemployment

 • Implications for HR professionals – How to
handle moonlighting ?
• For this we need to understand pros and cons
for Organization
PROS CONS
It may reduce turnover in areas where Risk of losing proprietary & confidential
responsibilities are tedious /monotonous info to competitors
Balance your organization, providing more Working two positions may lead to
flair in lackluster areas exhaustion and burnout.
If we can’t afford to pay our staff more, Workers may commit minor infractions or
allowing them to moonlight may help serious offenses, such as starting their
retain them second occupations on company
time before completing their first ones

A Policy :
Instead of banning moonlighting, create a fair and comprehensive written policy to
address confidentiality concerns and the use of company resources. This way, you can
reap all the benefits of moonlighting with none of its disadvantages.
 “No Email Days”
Growing incidence of virtual
teams – Challenges for an HR
professional
 Team feeling and Team spirit
 Non personal approach to
working
 Dealing with introverts
 Finding substitutes to tools like
“Mgmt. by walking & talking”
 US Cellular
• Symptoms of cyber FOOD FOR THOUGHT

indigestion
• Hurting Productivity
• “NO e-mail Fridays”
• Reaction to change
• Amazing Discoveries !!
• Next corporate vice !
 Virtual Water Coolers
• Building Trust & Cohesion
• Social side
• “Dilbert Effect”
• Enter Instant Messaging
• Company sanctioned IM
• Dilemma
HR strategies for Managing a Virtual Workforce
1. Face to Face meetings
2. Performance Feedback
3.Clear agenda for virtual meetings
4.Focus on similarities to build cohesion
5.Encourage social interaction
 Arbejdsglæde
• Chief Happiness Officer
• Six actions that make us
happy at work
– Being positive
– Learning
– Being open
– Participation
– Finding meaning
– Love
 Southwest Airlines
• Swap Jobs
– Employees regularly swap Jobs
• Baggage handlers may get to follow a pilot for a day
• Pilots as Counter staff, Executives as Ground staff etc
– Fosters mutual respect, engages people
– Learning culture imbibed, Reduces Conflicts etc
• The Love Airline
– “Hire for attitude, train for skill”
• Which comes first for SW airlines? Employees,
Customers or Shareholders?
 Strategic HRM- Beijing Olympics
 Research : HRM alignment with stated goals and strategies ….. areas of
concern
• Contracts between laborers & employers
• Olympic Pay Rates
• Punishing contractors
 Goals
 People’s Olympics
 Image enhancement
 Facts:
 Migrant workers at venues in Beijing :30000
 Pay rate : 50-80 Yuan per day
 Safeguards
 Welfare
 Objective a success. Positive trend bodes well for the future
 New Goal to be set : Realigning HRM with organizational goal of Sustainability
 The Hothouse Effect
• HRM’s role in “Managing Creativity”
• 5 criteria that define a hothouse
1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovations
of the broader cultural zone to which
they belong
3) Spawn geniuses whose achievements
climax the work of other practitioners at
all levels
4) Establish a new way of doing things
5) Achieve recognition and establish a
lasting legacy