EMERGING TRENDS

IN HRM
1. HRIS (HUMAN RESOURCE
INFORMATION SYSTEM)
 HRIS is a technology-based system that is
used to acquire, store , analyse and
distribute detailed information about the
human resources of an organization.

 An HRIS is meant to systematically collect,

organize, store, maintain, retrieve and
validate all human resource related data that
may be needed in the process of managing
employee relationships.
COMPONENTS OF AN HRIS
 Input

 Data Processing

 Output
 OBJECTIVES OF HRIS
 To make the desired human resource information
available in the right form to the right person at the
right time

 To make the required information available at right

cost

 To process the data by using most efficient methods

 To provide necessary security and secrecy for

important and confidential information

 To keep information upto date

IMPORTANT USES OF HRIS
 HR planning & Analysis( Manpower inventory,
Manpower requirements, turnover analysis,
placements, job matching, job description
etc)

 HR Development ( Employee profiles,

training requirements, succession planning,
career planning)

 Staffing (Sources of recruitment, application

tracking, job offer refusal analysis)
IMPORTANT USES OF HRIS
 Compensation ( Pay structure, compensation
administration, incentive plans analysis)

 Performance Appraisal ( employee competency

records, comparing actual standards with
performance standards)

 Health and safety (Safety training, accident

records, health records, compliance with acts)

 Labour relations ( Union negotiation records,

attitude survey results, exit interview analysis
etc)
PROCESS OF HRM
a) Data Collection

b) Data Management
DESIGNING AN HRIS
 System analysis ( course of action, limitations
within which the system has to be designed)

 Systems Design ( system designer has to take

decision in respect of no. of files to be
maintained, equipment to be used for processing
data, people to be employed for this work, cost
benefit analysis)

 Systems Engineering ( deals with fitting of HRIS

into organizational structure, decision made
whether to replace the old system with the new
system)
DESIGNING AN HRIS
 Systems testing and implementation ( the
HRIS is tested and implemented)

 Systems monitoring and evaluation ( the

actual gap between planning and
implementation is checked)
ADVANTAGES OF HRIS
 Advantages for the management
 Increase in efficiency in overall decision
making
 Cost reduction
 Clear picture of hiring and firing process

 Advantages for HR department

 Single database for all employees
 Upto-date information
 Reduced paper workreliable data
ADVANTAGES TO EMPLOYEES
 Independent access to data

 Encourages employees to take decisions

based on information obtained through HRIS

 24/7 data availability

 Reduction in time taken for decision making

as information is readily available
LIMITATION OF HRIS
 Additional training needed for employees to
use the self-service modules

 Resistance to change- employees may not

like to use the new system

 Problem may arise if old system is replaced

with new software . Replacement process
may take much time.
2. EMPLOYEE ENGAGEMENT
Employee engagement is a measurable
degree of an employees positive or negative
emotional attachment to his job, colleagues
and organization that profoundly influences
his willingness to learn and perform his work.
ELEMENTS OF EMPLOYEE
ENGAGEMENT
 Commitment
 Motivation
 Loyalty
 Trust
CLASSIFICATION OF EMPLOYEE
ENGAGEMENT
 Actively disengaged (unhappy, spread
unhappiness)

 Engaged ( passionate, innovative, positive

outlook)

 Not engaged (do only what they are asked to

do)
PHASES OF EMPLOYEE
ENGAGEMENT
 Attracting best talent from the industry and
keep existing employees attracted

 Acquire new employees and correct

placement

 Continuous movement of employees

DRIVERS OF EMPLOYEE
ENGAGEMENT
 The job itself
 Work environment
 Rewards and recognition
 Learning and training opportunities
 Performance management
 Leadership
 Good reputation of organization
 Participation
 Inter-personal relationships
 Personality of the employee
PEOPLE INVOLVED IN EMPLOYEE
ENGAGEMENT
 Immediate superior
 Human resource department
 Top management
BENEFITS OF EMPLOYEE
ENGAGEMENT
 Employee satisfaction
 Enhanced productivity
 Retention and recruitment
 Innovation
 Profitability
PROCESS OF EMPLOYEE
ENGAGEMENT
 Prepare and design
 Employee engagement priorities
 Result analysis
 Action planning
 Follow-up
MEASUREMENT OF EMPLOYEE
ENGAGEMENT-INDICATORS
 Dedication
 Collaboration
 Recognition
 Initiative
 Volunteerism
3. RIGHT SIZING OF WORKFORCE
The process of an organization reorganizing
or restructuring their business by reduction
of workforce, cost cutting or reorganizing
their upper level management.
OBJECTIVES OF RIGHTSIZING
 To ensure that all required functions are
properly organized and performed

 The functions not required are either

eliminated or outsourced.

 The best person is placed in each position.

 The main objective of rightsizing is to gain

control on the cost and to maximize the
profitability by using the above objectives.
HOW TO ACHIEVE RIGHTSIZING?
  Stopping recruiting until not required

  Releasing the long term sick i.e. suggesting

the old people for early retirement

 Releasing poor performers (Downsizing)

  By restructuring the organization like

converting a tall organization to a flatter one
IMPACT OF RIGHTSIZING
 Employees asked to leave will be jobless

 Morale of existing employees may go down as

they will feel job insecurity

 Efficiency and productivity of existing

employees may go down
HR’S ROLE IN RIGHTSIZING
 HR plays a major role in the process of rightsizing. It has to
manage the problem of dismissing a large number of employees
in a dignified manner in order to help minimize the trauma
associated with rightsizing. Employees who are laid off tend to
suffer from depression, anxiety, insomnia, high blood pressure,
marital discord, and a host of other problems. Thus, when
companies decide that rightsizing is the best course of action,
the HR managers should do this work in such a way that it does
the least harm to employees and their families. This also
includes taking the time to allow dismissed employees to air
their thoughts, instead of laying them off quickly and
impersonally, and providing assistance in finding new jobs.  
HR’S ROLE IN RIGHTSIZING
 HR’s another major challenge is to deal with the remaining
employees of the organization. As there are many negative
effects of rightsizing such as less employee trust, feelings of
job insecurity, low motivation, etc. To improve these effects,
the HR managers should provide the support and guidance
which the employees need. HR managers should also
communicate with employees regularly to discuss
performance and strategies for meeting the goals. In
addition, managers should encourage employee initiative and
effective communication and also provide employees with
rewards for excellent work. By promoting employee initiative
and even employee involvement in decision-making,
managers can help restore employee trust and commitment
and helps to increase employee motivation. Therefore a HR
manager should be very smart and alert at the time of
rightsizing.
4. FLEXI-TIME
 Flexi-time is a non-traditional approach to work
hour scheduling. It allows employees to select their
working hours on their own. There is, however, a
particular core time period for which all employees
have to be present at work. The rest of the work
hours i.e starting hours and ending hours can be
adjusted as per the employee’s convenience.

 For example, the core time may be 10 AM to 4 PM

with the office actually operating at 8 AM and
closing at 6-30 PM. All employees should be at their
jobs during the common core period but they are
free to fashion their personal schedules they prefer
during the remaining hours.
ADVANTAGES OF FLEXI-TIME
 Better productivity

 Reduced absenteeism and employee turnover

 Improved morale of employees as they are deciding their

work schedule

 Increased employee concentration in work rather than

thinking about the time

 Their will be no late-coming

 Less overtime pay

 Lesser supervision will be required

DISADVANTAGES OF FLEXI-TIME
 Setting flexi-time schedules is time-consuming
for managers

 Continuity may suffer if two employees share

the same job

 When employees are continuously coming and

going, the sense of togetherness and unity may
not be there

 Cannot be implemented in organizations or in

departments which requires employees to be
present at all times
5. WORK-LIFE BALANCE
 Work–life balance is the term used to
describe the balance that an individual needs
between time allocated for work and other
aspects of life.

 If an individual has to constantly struggle to

maintain a balance between work and
personal lives can have serious implications
on an individual.
IMPORTANCE OF WORK-LFE BALANCE
 Its needed to prevent mental & other issues
like stress and anxiety amongst workers.

 Lack of work-life balance may lead to

 low concentration
 lesser quality of work
 conflicts at workplace
 sleep disorders
 depression
 low productivity
 problems in family-life
IMPORTANCE OF WORK-LIFE BALANCE
 It can help in reducing problems like
absenteeism and employee turnover

 It can help in employee retention

MEASURES TO IMPROVE WORK-LIFE BALANCE
 By Employees
 adopt time management and delegation

 take care to remain healthy

 must involve in creative hobbies and

voluntary service to de-stress

 Negotiate with management to avail

facilities like work-sharing, flexi-timing,
work from home, telecommuting etc
MEASURES TO IMPROVE WORK-LIFE BALANCE
 By employers-

 Regular direct communication with workforce

to clarify business priorities and encourage
them to be clear about their personal priorities

 Provide the following facilities to employees if

possible ( job sharing, part time work, shift
work, flexi hours etc)

 Counseling to employees with personal

problems and with workplace conflicts
MEASURES TO IMPROVE WORK-LIFE BALANCE

 Training and educating employees on topics

like health, hygiene, stress management,
parenting, personal finance, retirement
planning etc

 Childcare centers near workplace, work from

home options, facilities for fitness,
assistance for the elderly etc
CONSEQUENCES/ RESULTS OF WORK-LIFE IMBALANCE

 May lead to problems like

 Irritability
 Depression
 Reduced self-confidence
 Lack of sleep
 Burnout
 Safety hazards
 High employee turnover
 Absenteeism
 Increase in divorce cases
 Low productivity
CONSEQUENCES/ RESULTS OF WORK-LIFE IMBALANCE
 Family conflicts
 Rise in workplace accidents
 Low involvement
 Negative attitude towards work
 Serious interpersonal conflicts at work
6. TALENT MANAGEMENT
 A talented employee with high potential can
make a significant difference to the current
and future performance of the organization.

 Talent management is a driver to

organizational success

 It is the art of attracting, developing and

retaining talents
 Talent management includes-
 Manpower planning & recruitment
 Retaining talent-induction and placement
 Performance management system – nurturing
talent
 Development system – multiplying talent
 Potential appraisal & career system-
advancing talent
 Reward system- recognizing talent
 Compensation management – promoting
talent
 Separation and beyond-networking talent
 Engaging talent-developing workers
TALENT MANAGEMENT-AN
ESSENTIAL HR FUNCTION
 Hr should be aware of companies goals and
strategies and hire and develop the people
accordingly
BUSINESS PROCESS OUTSOURCING
 Business process outsourcing, or BPO, is a
business practice in which one organization
hires another company to perform a task
(i.e., process) that the hiring organization
requires for its own business to successfully
operate.

 It allows a company to save cost and also

focus on the core activities
BUSINESS PROCESS OUTSOURCING
 The human resource department may
outsource some of their activities like
recruitment to an outside service provider.

 It may include benefits like-

 Reduced cost and increased efficiency

 Access to improved HR IT systems
 Access to HR expertise not available internally
 HR manager can focus on other core issues
 Increases the speed of business processes
BUSINESS PROCESS OUTSOURCING
 A company may be able to grow at a faster
pace as it will be less constrained by large
capital expenditures for people or equipment
that may take years to pay back, may become
outdated or turn out to be a poor match for
the company over time