HUMAN RESOURCE- BLOOD IN

ORGANISATIONS BODY

PRESENTED BY:
Abhishek - 2ND SEMESTER
ORGANISATIONAL BEHAVIOR
Human Resource Management
TRENDS IN HR
Human resource management is a process of bringing
people and organizations together so that the goals of
each other are met.
Now a days it is not possible to show a good financial
or operating report unless your personnel relations are
in order.
Over the years, highly skilled and knowledge based
jobs are increasing while low skilled jobs are
decreasing.
Role of HRM is becoming all the more important.
HR Managers today are focusing attention on the following-

a) Policies- HR policies based on trust, openness, equity.HR

manager has the responsibility to formulate and modify the
policy.
b) Motivation- Create conditions in which people are willing to
work with zeal, initiative and enthusiasm; make people feel like
winners.
c) Relations- Fair treatment of people and prompt redress of
grievances would pave the way for healthy work-place
relations.
d) Change agent- Prepare workers to accept and face any
technological changes by clarifying doubts.
Cont….
e) Unity: HR manager always try to bring unity among the
people in the organisation.

f) Competition: HR manager always help the organisation to

compete with the other.

g) Communicate: HR manager communicate to employees and

help them to minimise and overcoming problem if any

Due to the new trends in HR, in a nutshell the HR manager

should treat people as resources, reward them equitably, and
integrate their aspirations with corporate goals through
suitable HR policies.
FUTURE ROLE OF PERSONNEL MANAGERS

(i). Personnel managers of future will have to stress upon overall

development of human resources in all respects.
(ii). The scope of human resource management will be extended to
cover career planning and development, organization development,etc.
(iv). The personnel manager will be required to act as a change agent
through greater involvement in ‘environment and scanning and
development planning. They will have to devote more time to promote
changes.
(v). The personnel function will become more cost-conscious and profit
oriented. Instead of merely administering personnel activities, the
personnel department will have to search out opportunities for profit
improvement and growth.
(vi). Due to increase in technology,more skilled and talented worker is
required.
Recent Trends in Recruitment

OUTSOURCING
A company may draw required personnel from outsourcing firms. The
outsourcing firms help the organisation by the initial screening of the
candidates according to the needs of the organisation and creating a
suitable pool of talent for the final selection by the organisation.In turn,
the outsourcing firms or the intermediaries charge the organisations for
their services.

POACHING
“Buying talent” is the latest mantra being followed by the organisations
today. A company can attract talent from another firm by offering
attractive pay packages and other terms and conditions, better than the
current employer of the candidate.
E-RECRUITMENT
Many big organisations use Internet as a source of
recruitment.They advertise job vacancies through worldwide
web. The job seekers send their applications or curriculum
vitae i.e. CV through e-mail using the Internet. Alternatively job
seekers place their CV’s in worldwide web, which can be drawn
by prospective employers depending upon their requirements.
Eg www.naukri.com,
www.monsterindia.com,
www.mafoi.com etc
Social Networking For HR- Recruitment

Social networks have risen to such popular heights because they satisfied
a basic human need: to be connected to the rest of the world.

Recruiting and brand building is social media's biggest use for human
resources currently. It's common to find companies recruiting through
social media such as Facebook , Twitter etc . HR professionals are
recruiting employees using LinkedIn and applying practically the same
principles that marketing and advertising to attract a particular targeted
audience.

Recruiting employees using LinkedIn is a great idea because the site is

known for having subscribers who are professionals.
 FEATURES OF HRM IN ORGANISATION

1) ORGANISATIONAL MANAGEMENT: This is the way to

ensure that the organisation’s strategy really comes to life.
That is the goal of Organisational Management

2)PERSONNEL ADMINISTRATION: Personnel

administration is more commonly called human
resources(HR) management. People are considered the
most important resource a business has..
 
3)MANPOWER MANAGEMENT: Manpower management
is also called as Human resourse management, that
means employing people, developing their resources,
utilising and maintaining.
4) INDUSTRIAL MANAGEMNT: Industrial Management is
the branch of management that is concerned with the
creation and management of systems that consist of
people, materials and energy in productive ways. 

  Human Resource Management(HRM) is a technique

that forces the managers of an enterprise to express their
goals so that they can be understood and undertaken by
the workforce, so that they successfully accomplish their
assignments.
 VARIOUS SKILLS NEEDED IN HRM
There are specific skills required to work in human resources:
interpersonal, communication and computer knowledge. All three skills
are required for the different types of jobs available in human resources..

 Interpersonal skills refer to the ability to work and relate well with
others. This skill is very important and forms the backbone of
everything that is done in a human resources department.
 Conflict management, coaching, and counseling are all skills that fall
under the umbrella of interpersonal skills.
 Interpersonal skills can be improved and enhanced throughout your
lifetime. These skills are called soft skills and improve your relationships
both in and out of the work environment .
 Communication is a core skill set for all the positions in human
resources and includes both written and verbal communication skills.
CURRENT STRATEGIES OF HRM
1) An HRM strategy pertains to the means as to how to implement the
specific functions of Human Resourse Management.
2) An organization's HR function may possess recruitment and
selection policies, disciplinary procedures, reward/recognition
policies, all functional areas of HRM need to be correlated, in order
to correspond with the overall business strategy.
3) An HRM strategy typically consists of the following factors:-
"Best fit" and "best practice" - meaning that there is correlation
between the HRM strategy and the overall corporate strategy.
CONTD….
4) The implementation of an HR strategy is not always required, and may
depend on a number of factors, namely
 the size of the firm,
 the organizational culture within the firm or the industry that the firm
operates in and
 also the people in the firm.

5) An HRM strategy can be divided, in general, into two facets –

 The people strategy :The careful correlation of HRM policies/actions to
attain the goals laid down in the corporate strategy.
 The HR functional strategy : relates to the policies employed within the
HR functional area itself, regarding the management of persons
internal to it, to ensure its own departmental goals are met.
FUNCTIONS OF HRM IN AN ORGANISATION
 The Human Resources Management (HRM) function includes a variety
of activities, and key among them is
1) Deciding the staffing needs of an organization and hire employees to
fill these needs, recruiting and training the best employees, ensuring
they are high performers, dealing with performance issues, and
ensuring your personnel and management practices conform to various
regulations.
2) Activities also include employee benefits and compensation, employee
records and personnel policies..

3) The HRM function and HRD profession have undergone major changes
over the past 20–30 years. Many years ago, large organizations looked to
the "Personnel Department," mostly to manage the paperwork around
hiring and paying people.    
NATURE OF HRM IN A FIRM
Human Resource Management is a process of bringing people
and organizations together so that the goals of each are met.
The nature of HRM includes:
• It is pervasive in nature as it is present in all enterprises.
• It tries to help employees develop their potential fully.
• It encourages employees to give their best to the organization.
• It is all about people at work, both as individuals and groups.
• It tries to put people on assigned jobs in order to produce good
results.
• It helps an organization meet its goals in the future by
providing for competent and well-motivated employees.
• It tries to build and maintain cordial relations between people
working at various levels in the organization.
SCOPE OF HRM
The scope of HRM is very wide:

1. Personnel aspect-This is concerned with manpower

planning, recruitment, selection, placement, transfer,
promotion, training and development, layoffs and
retrenchment, remuneration, incentives, productivity etc.

2. Welfare aspect-It deals with working conditions and

amenities such as canteens, creches, rest and lunch rooms,
housing, transport, medical assistance, education, health
and safety, recreation facilities, etc.

3. Industrial relations aspect-This covers union-management

relations, joint consultation, collective bargaining, grievance
and disciplinary procedures, settlement of disputes, etc.
OBJECTIVES OF HRM IN
ORGANISATION
• To ensure effective utilization and maximum development of
human resources.
• To ensure respect for human beings. To identify and satisfy the
needs of individuals.
• To ensure reconciliation of individual goals with those of the
organization.
• To achieve and maintain high morale among employees.
• To provide the organization with well-trained and well-
motivated employees.
• To increase to the fullest the employee's job satisfaction and
self-actualization.
• To develop overall personality of each employee in its
multidimensional aspect.
FACTORS INFLUENCING HRM SUCCESS
In the 21st century HRM will be influenced by
following factors, which will work as various issues
affecting its strategy:

• Size of the workforce.

• Rising employees' expectations
• Drastic changes in the technology as well as Life-style
changes.
• Composition of workforce. New skills required.
• Environmental challenges.
• Culture prevailing in the organization etc.
FUTURISTIC VISION FOR HRM
On the basis of the various issues and challenges the following
suggestions will be of much help to the philosophy of HRM with
regard to its futuristic vision:
1. There should be a properly defined recruitment policy in the
organization that should give its focus on professional aspect and
merit based selection.

2. In every decision-making process there should be given proper

weightage to the aspect that employees are involved wherever
possible. It will ultimately lead to sense of team spirit, team-work
and inter-team collaboration.

3. Networking skills of the organizations should be developed

internally and externally as well as horizontally and vertically.

4. For performance appraisal of the employee’s emphasis should

be given to 360 degree feedback which is based on the review by
superiors, peers, subordinates as well as self-review.
4. 360 degree feedback will further lead to creating of highly involved
workforce, decreased hierarchies, avoiding discrimination and biases

5. More emphasis should be given to Total Quality Management. TQM will

cover all employees at all levels; it will conform to customer's needs and
expectations; it will ensure effective utilization of resources and will
lead towards continuous improvement in all spheres and activities of
the organization.

6. There should be focus on job rotation so that vision and knowledge of

the employees are broadened as well as potentialities of the employees
are increased for future job prospects.
 FUTURE PLANS FOR HRM
1 
 Generation X: Generation X is the generation of people who are
born in between 1960 to 1975 and most of today's senior HR
professionals and CEO's in the country belong to this group. This
group is characterized by collectivism and conformity. They have
strong family values and do not question authority. They have
relatively less trust in others and are cynics by nature and also lack
empowerment

 Generation Y: Generation Y or the group of people born between

1975 and 1990 are the people who are already in organizations and
are undergoing a transition which will make them the next
corporate citizens of the country. They are characterized by high
confidence and have an urge to develop their career fast.  
CONTD….
 Generation E: Generation E is the group of people
who are born after 1990 who are yet to come in the
organization.
They are quite aware of the world and are
environmentally conscious. They are highly literate
in technology and are multi-taskers and have an
urge to grow up very fast. They have a high sense of
self-confidence and are optimistic by nature. As
opposed to Generation "X" .
 ROLE OF HR IN 2020
1)Several trends you will notice in the coming years will be the
HR Professional who takes the Entrepreneurial approach to
their jobs and careers.
2)The top professionals will posses the latest business
management principles, technical abilities, interpersonal skills,
and will intuitively understand the needs of the company.
3)Education and training will have to be lifelong and virtual.
Virtual education on the rise today.
4)HR Professionals will be extremely good at team building
skills. Building teams that will become critical to the teams
success and ultimately the company’s success.
5)There will be less face-to-face contact, remember your team is
remote and virtual. Companies will want and demand this trait
and will highly value this skill
CONCLUSION
To conclude Human Resource Management should be
linked with strategic goals and objectives in order to
improve business performance and develop
organizational cultures that foster innovation and
flexibility. All the above futuristic visions coupled with
strategic goals and objectives should be based on 3 H's
of Heart, Head and Hand i.e., we should feel by Heart,
think by Head and implement by Hand.
THANK YOU