FUTURE OF HRSUBMITTED TO:- SUBMITTED BY:-Ms. SHWETA KHANNA DIKSHA CHAUHAN

DIVYABHAN SINGH RAJESH SAINI VIJAY YADAV VIKAS GARG VIKAS SEHRAWAT VINOD KUMAR VISHAL SISODIA

WHAT IS HRM

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization.

Human Resource Management ("HRM") is a way of management that links people-related activities to the strategy of a business or organization.

FUNCTION OF HR

I. Managerial Functions: a. Planning b. Organizing C. Directing d. Controlling II. Operative Functions: a. Procurement b. Development c. Compensation d. Integration e. Maintenance

OBJECTIVE OF HR

• To help the organization reach its goals • 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 achieve and maintain high morale among employees.• To provide the organization with well-trained and well-motivated employees

• To inculcate the sense of team spirit, team work

SCOPE OF HR

1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff 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

SHIFTS THAT ARE RE-SHAPING HR ROLES

FROM TOLocal markets, operations Global market, OperationsManufacturing, clerical work Service, Knowledge workHierarchy NetworksIntermediaries; face-to-face Direct access,Virtual relationship

Stability, efficiency, control Change,Creativity,FlexibilityFull time job Part time and Project work

Customer service Shareholder, stakeholder ValueWork done by employees Work done by many contributorsFixed work location Diverse work locations

Loyal service Marketable knowledge, Skills

EMERING LEAGL ISSUE AT WORK

NEW TECHNOLOGY ISSUES

AGE CONSCIOUSNESS IN THE WORKPLACE

GLOBALISATION OF EMPLOYMENT LAW

TRAINING FOR LEGAL COMPLIANCE

WORKPLACE SAFETY

VIEW OF THE FUTURE

TOP 5 BUSINESS CHALLENGES Developing new markets

Improving profitability

Market share growth

Becoming the recognized global market leader

Building shareholder value

TOP 3 HR CHALLENGES Attracting and retaining talented people

Improving organizational capabilities

Developing leadership skills

VIRTUAL COUNTRY HR

HR almost replaces social welfare, education systems and provides financial management and estate planning services, etc.

Corporate (strategic) HR sets standards and monitors the corporate culture helps Marketing build the corporate brand

Divisional (operational) HR total care of employees so they are free to focus on

performance

Actively involved in local communities to reinforce the company culture and image

NEW CRITERIA FOR RATING “HR"

Profit generated per employee (compared to industry benchmark)

Salary/wages costs compared to industry median (reflecting value of corporate reputation/intangibles in labour market )Number of talented candidates applying for advertised (and unadvertised) vacancies

Time taken to satisfy customer orders, inquiries, complaints (compared to agreed service standards)

Incidence of customer complaints caused by employee behavior

Percentage of revenue/profits coming from initiatives taken in last 3 years

Cost of re-work Cost/risk due to time lost through injuries, absences,

disputes

CHANGING “HR” ROLES

PAST FUTUREHR ROLE WAS CLEARLY PEOPLE/LEADERSHIP ROLES DIFFERENTIATED IS DISTRIBUTED AND DIFUSE

mechanistic Knowledge management (Personnel Admin) Relationship management, team

ritualistic, legalistic (IR) work CEO’s eyes and ears Legal compliance

with the troops distinct professional career paths Change management No distinct HR

profession - new hybrid roles emerge

PARTS OF HR

STRATEGIC MANAGEMENT:-The ongoing process companies use to form a vision, analyze their external environment and their internal environment, and select one or more strategies to use to create value for customers and other stakeholders, especially shareholders

Strategic management is: Performance oriented Ongoing in nature Dynamic rather than static Oriented to the present and the future Concerned with conditions both outside and inside the

firm Concerned with performing well and satisfying

stakeholders

HUMAN RESOURCE PLANNING

Definition: It is the process by which management determines how an organization should move from its current manpower position to its desired manpower position.

Objectives of HRP:- To ensure optimum use of existing HR To forecast future requirements for HR To provide control measures To link HRP with Organizational Planning To determine levels of Recruitment and Training

HUMAN RESOURCE MANAGEMENT

CONCLUSION

So on the basis of this presentation we can say that HR profession is the very important function of any organization.

Without the help of HR people organization cannot achieve their desired goals.

THANK YOU