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New challenges for HRM

NEW CHALLENGES IN MANAGEMENT OF HUMAN RESOURCES

Miss P. PIRAKATHEESWARI, Lecturer in Commerce, Sri Sarada College for Women (Autonomous), Salem – 16.

The management of human resources has now acquired a strategic importance in achieving growth and organizational excellence. With advances in globalization and we are entering the information age, organizations must adapt to changing Technology and changing issues in people management.

Some key issues are clearly emerged – the planning, acquisition and development of human resources, meeting the requirements of the workplace and, especially, the evolution of a treatment strategy of industrial conflict. As a management practice, it covers all the traditional areas of personnel management and industrial relations, as well as areas relatively new such as communication, counseling, training and development and job enrichment. An attempt has been made in this paper highlight the experiences on emerging issues in human resource management.

The changing nature HRM function

Today, competitive advantage is based on the successful application of knowledge. Managing people as a HRM function, has expanded to include the management of organizational capabilities, relationships, learning and knowledge. These functions include four generic, for example, (i) Roles, (ii) relations, (iii) the strategic direction, (iv) emphasis Learning. These regions are different from each functions of the economy, as traditional, transitional and knowledge.

Innovate HRM

The development of creative business strategies
Organizational restructuring
Created social networking
Invoke new challenges
Shifting approach
Enable enterprises to go global
Leading to superior performance
Creation of workforce knowledge

Human Resource Information System (PDS) for effective HRM

In today's competitive environment, the peak for all organization is given by the speed with which it makes decisions in response to environmental changes, internal or external. A well designed computerized HRIS alone can provide information and analysis as soon as possible. Today, many organizations use the computerized HRIS. They keep reporting so compact, allowing access and retrieval, in a flexible manner.

Benefits HRIS

The simplified data entry
Less paperwork
Fast and accurate
Better use of feedback
Increased efficiency
Improved tools for data analysis

HRIS has a great significance in each sector and can play a vital role. It helps to have a better communication process in the organization and we can offer better service with less effort at low cost. More importantly, companies can hire and retain the best, improve productivity and improve job satisfaction of employees.

Aspects of HRM

Planning Resources Human
Jobs
Selection
Placement
Inductions
Transfer & Planning
Job Analysis
Performance Appraisal
HR Audit
Total Quality Management
Environmental Quality Working
Quality cycle

HRM in the current scenario

¯ Low motivation or growing frustration

¯ discounts are consolations for transfers

¯ Framework conflict

¯ reward system and punishment

¯ development of strong training system

HR, HRM & HRD

Human relations is called HR also called Human Resources. HR management is called human resource management (HRM). Development Resources HRD is called human. HRM is a philosophy, then that includes HR activities and processes undertaken to promote the intellectual, moral development psychological, cultural, social and economic development of individuals in an organization to help them achieve greater human potential as a resource for the community. It is an ongoing process by which employees are assisted in a planned manner to build capacity.

Trends HRM

In a labor organization has its external labor market – people who actively seek employment. HRM helps organizations find and retain the best possible match between their social system and technical system. Organizations need employees with extensive powers and strong motivation. The recruitment and selection decisions are particularly important for organizations that rely on workers knowledge. Employees' responsibility and authority are given to make decisions regarding all aspects of product development or service customer. HR professionals can support organizational strategies to increase quality and efficiency. Organizations with international operations hiring employees abroad, where they operate as they require knowledge of different cultures and business practices.

Nowadays, information systems has become a tool for HR professionals more, and often these systems are delivered via the Internet. Widespread use of the Internet also includes HRM applications. Agencies talent search, and screening of candidates row. May employees receive training online. The relationship of work takes the form of a psychological contract that outlines what employers and employees expect the employment relationship. Employees are looking for flexible work schedules, comfortable working conditions and greater autonomy, opportunities Training and development, and financial incentives. HRM, the changes require planning levels Staffing flexible. Organizations seeking flexible workforce through alternatives to the employment relationship. They may resort to outsourcing and temporary and contract workers.

Strategic HRM

It is this set of management decisions and actions that determine the long-term performance of a company. It includes environmental analysis, strategy formulation, implementation, evaluation and control. The biggest advantage that offers the HRM is a strategic competitive advantage by strengthening the core capabilities of HR in an organization. Strategic HRM helps in the formulation of strategies by SWOT analysis of the organization, and also in the implementation of policies by providing resources Human competent and competitive intelligence.

HRM in LPG (liberalization, privatization and globalization) Era

Can be divided into seven sections HRM, namely, the HRM – Environment and strategies, human resource management – Acquisition and Integration, Development, maintenance and conservation, control, Miscellaneous, HRM practices.

HRM Strategies and Environment includes objectives, scope and functions, the evolution and development of HRM. acquisition and absorption includes HR planning, job analysis and design, recruitment, selection, placement, induction and socialization. development section includes career planning and development, employee training, management development, organizational development and internal mobility and separation.

Maintenance and retention section includes job evaluation, Wage and salary administration, incentives and benefits, motivation, employee empowerment, employee participation in management, health and safety, social security, employee discipline, grievance of employees, industrial relations, social conflict, unions, collective bargaining, performance and evaluation potential. Control section includes staff research and audit, audit of human resources and human resources information system. Miscellaneous section includes HRM in a changing environment, IHRM, HRM in virtual organizations. The last part of HRM practices in the levels of organization different.

Corporate Strategy Human Resource Management

Today, there is an urgent need to link human resource management, inextricably, to the work of the organization, both strategic and practical level. Director Human Resources mission is to be on constant look-out for the proper selection of employees and to refine the mix of jobs and pay benefit the individual and the organization, developing an organizational structure flat and organizing training programs for provide education at different levels within the organization.

Best Practices in HRM

Good practice HRM has invoked a great interest among HR professionals. Companies that are currently underperforming in the HR sector can learn and adopt some of the best practices of organizations that have gained some mastery over the best practices in HR. In the era of liberalization, The scenario of competition in the business environment has changed significantly. Therefore, HR practices have also changed phenomenally. Performance Employees determine the success or failure of an organization. There are four stages of integration between HR functions and functions Strategic Management: —

Administrative Liaison
One-way Linkage
Two-way Linkage
Integrative Linkage

HR experts have the opinion that if "best practices in HRM" can not be applied indiscriminately to all organizations, they a kind of uniform application in certain functional areas, where psychological factors play an important role. These areas are generally classified as follows: —

Process to select and recruit top talent.
Assignment of tasks and responsibilities, which would appropriate for employees of natural talent and skills.
The system of training for new employees and specialized training for skilled and experienced employees.
The inculcation of a sense of team spirit.
System Health and transparent communication, intra and extra business.
System for periodic evaluation of employee performance.
Appropriate policy for career advancement of employees.
Suitable for investment policy and transfer of employees.
Policy should recognize and reward merit.
Provision of security service to deserving employees.

HRM in Cross-Cultural Context

Multi-congregational cultural workforce have become realities of work today. The cons-border terrorism market untouched by multinational mentioned the cons-insurgency warfare and strategic business national. Partnerships people in this race is vital for success in the market. Workplaces are increasingly symbolized multi-cultural villages, causing a growing need for cons-CQ. The future competitiveness of enterprises depends on their ability to attract and manage the diversity of talents effectively. Intercultural training, managers will mission of international cultural understanding necessary to fulfill their tasks. Cultural differences are the cause of the failure of negotiations and interactions, resulting in losses for businesses. The strategic role HRM to enhance and support business growth has been of primary importance worldwide.

Employee Engagement

Products and processes can not only help organizations to sustain loyal customers. They are also highly motivated, committed and involved employees who are very passionate about their work and their organization, in short, they need "engaged employees". But eating requires employees engaged much effort and skill on the part of those responsible for human resources and calls for a different philosophy of HR in the organization.

We need the commitment of employees to serve as a core competency of an organization that would provide sustainable competitive advantage. We know employee commitment to their work, throw some test "symptoms", ie, sense of value creation, with a direction monitor, an air of confidence, create employees hired by the endorsement of senior management, a working environment to cherish, innovative leadership and the clear growth trajectory, "a notch above the engagement. Employee engagement is the new word. A successful business is directly related to the commitment of its employees. Employee engagement ensures the successful execution of any business strategy.

HR Function & Performance Management

The challenge before HR professionals today is to create a positive organizational climate for employees, for this they need to consider relevant issues such as training and development, performance appraisal and career planning within the organization. Selection and Recruitment of staff is an important responsibility of the department of human resources. Recruitment policy provides a competitive compensation according to the standards industry maintains high standards for the selection of recruits, and encourage lateral induction to infuse new ideas and new skills in the organization.

Recruiting Trends

Recruitment is becoming more plus a two-way process, after the Employers and employees have higher expectations of another. The first trend is using the resume database to recruit, the other trend is clearly gaining in the recruitment of key personnel of competitors, which is called "poaching".

Training

After the successful selection and recruitment of manpower, it is essential that all employees follow specific training programs that help maximize their potential. Need today is to put training and development the heart of business strategy. Training should be a continuous process but without losing sight of the changing market requirements, environment and of the culture of these organizations. The role of a trainer, on the other hand, should be that of a mentor, facilitator and change agent.

Action Plan to introduce Training & Development

Assess training needs of people who will be training to avoid a mismatch with the training program.
Provide a questionnaire designed to help participants analyze their own capabilities. This includes their knowledge, skills, abilities and attitudes.
Bring out the latent potential in people and channel it to the goal Joint organization.
Design training programs.
Ensure that the program covers behavioral and cognitive leaning, focuses on upgradation of skills and encourages group participation.
Include the real world programs to solve problems of real life.

Role of HR Manager in employee training

Serve an internal consultant.
To identify programs for people to listen to their individual skills.
For plan a judicious mix of internal and external training programs.
For monitoring activities to ensure that new skills learned, are applied in the organization.
To oversee the evaluation of employee performance to ensure program impact training and identify future training needs.

Essentials of Performance Appraisal

The alignment standards, commitment

Performance Evaluation is a process of evaluation capacity, both known and hidden, employees so that their strengths and weaknesses can be determined to increase organizational effectiveness. Evaluation is to identify if the employee is: (i) Due to a promotion or an award or pay increase.
(ii) Ability to manage responsibilities additional or future needs for training and development to improve their skills. (iii) incapable of meeting the requirement and is therefore superfluous.

360 degree feedback appraisal system is the formal system of performance appraisal. In this system, the employee receives information to her manager, supervisor, peers and others, he comes into contact with. It helps to increase employee participation, makes the person feel more engaged, increases their sense of ownership for enterprise policies, and allows the alignment of trust individual with organizational objectives. It helps assess the strengths and weaknesses of employees.

Action Plan for effective evaluation of performance

The HR manager should explain the basic purpose of the exercise.
Formal communication workshops should be organized.
HR department must maintain the confidentiality of the evaluation report, two-way feedback should be created, exercise should be presented as a forum.
HR department should be a timetable for the process of evaluation and discussion review in the forums.
HR department should develop methods, incentives and department-wise ratings.

Performance & Rewards

It is a cycle of positive achievement, it serves as a powerful motivational force for future growth. Successful compensation refers to a part of salary, various benefits, performance bonuses, stock options, compensation packages etc. focuses on performance-related compensation, strong increase in compensation and benefits, recognition of special skills and abilities individuals, the increase in executive compensation and pay increases for junior managers.

HRM 2020

Now, we identify and discuss five issues that should allocate resources Human organization in the future: (i) The companies of tomorrow, (ii) the information age, (iii) the virtual society, (iv) diversity and (v) social responsibility.

Tomorrow's society

In the future, there is a double effect on Indian industries, namely, (i) employment and (ii) Industrial restructuring

We assume that in the future workplace, which takes place in May 2020: —

A majority of people worldwide will be connected through the infrastructure.
Connectivity is the new frontier on the information highway to connect them.
Over there on various factors which growth and expansion of the connective technology depend.
The basic unit of organization in the workplace is an individual doing business through connective technology.
A learning culture is poisoned by the technologies that serve, entertain and help people do their work. There will be skills in workplace basic.
Power in the organization of 2020 will be in the plane structure.
Culture and language will still move between the poles of traditionalism and modernism.

Information Age

Information age has ushered in a new way of doing business. It has the power to change the paradigms most well-established business. It is power to link and connect people and enable the exchange of goods, services and capital, a completely different way than in the past. It has increased the effectiveness of HR functions and reduces the administrative workload in the HR department at the same time, thereby to increase productivity.

Virtual Corporations

A virtual enterprise is generally network organization which heavily outsourced of activities previously performed internally, allowing both speed and flexibility. The key success in a virtual society is connectivity, ie, the ability to network with many independent companies.

Social Responsibility

Change of technology results in a change in the structure, design and environment of an organization. It includes four steps:

(i) Acquisition of technology, (ii) improvement of adaptation technology, (iii) the use of technology, and (iv) and development of technology.

The organizations will work in future space work, which is likely to be much more broadly defined than it is today. Connectivity within and outside organizations, will create a virtual reality of the world organization.

The environmental problems fall into two broad categories, namely
(i) The problems arising from poverty and inappropriate development, and
(ii) The problems arising from the process Development (threat of earthquakes, deforestation, pollution of groundwater).

Conclusion

The traditional functions of HRM must now be strategically directed towards the development and maintenance of organizational capacity, through activities that overlap with traditional business functions such as finance, marketing, and non-traditional activities, such as knowledge management. Human Resource Information System has a great meaning in all sectors. It can play a virtual role and help the communication process within the organization. More importantly, companies can hire and retain top performers, improve productivity and improve job satisfaction of employees. HRM has a responsibility to maximize efficiency and profit, but in the emerging scenario, the role of Director of Human Resources is changing rapidly due to changes in government policy, unions, labor laws and technology. The trends have occurred in the organization, planning human resources, job design, motivation, recruitment and skills development and employee relations. The challenges can be identified by HRM effectively if appropriate strategies are implemented. Thus, the role of HRM will be more important in the future because the scenario emerge.

About the Author

Miss. P.PIRAKATHEESWARI, Lecturer in Commerce,
Sri Sarada College for Women (Autonomous), Salem – 16.

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