Staffing Organizations Model Support activities 1-Legal Compliance 2- Planning Class-2 HR-302.
MAJOR CHALLENGES For HR in indian organizations GROUP VIII.
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Transcript of MAJOR CHALLENGES For HR in indian organizations GROUP VIII.
MAJOR CHALLENGES For MAJOR CHALLENGES For HR in indian organizationsHR in indian organizations
GROUP VIIIGROUP VIII
The Team
2HRM - Group VIII – MBA – The Business
School - University of Kashmir
RETENTION –
Shoaib Mehraj#254
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School - University of Kashmir
Employee RetentionEmployee RetentionIt a process in which the employees are encouraged to
remain with the organization for the maximum period of time
or until the completion of the project. Employee retention is
beneficial for the organization as well as the employee.
In a Business setting, the goal of employers is usually
to decrease employee turnover, thereby decreasing training
costs, recruitment costs and loss of talent and
organisational knowledge. 4HRM - Group VIII – MBA – The Business
School - University of Kashmir
1.Compensation1.Compensation
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School - University of Kashmir
2.Environment2.Environment
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School - University of Kashmir
3.Growth3.Growth
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School - University of Kashmir
4.Relationship4.Relationship
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School - University of Kashmir
ip
5.Support5.Support
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School - University of Kashmir
Other Threats and Challenges.
Other Threats and Challenges.
The Cost of Turnover: The cost of employee turnover adds
hundreds of thousands of money to a company's expenses.
Loss of Company Knowledge: When an employee leaves,
he takes with him valuable knowledge about the company,
customers, current projects and past history (sometimes to
competitors).
Regaining efficiency: If an employee resigns, then good
amount of time is lost in hiring a new employee and then training
him/her and this goes to the loss of the company directly which
many a times goes unnoticed.10
HRM - Group VIII – MBA – The Business School - University of Kashmir
ENVIRONMENTAL CHALLENGES–
Ikra Parvez#211
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School - University of Kashmir
Environmental Challenges
Environmental Challenges
1. Rapid Change
2. Work Force Diversity
3. Globalization
4. Legislative
5. Technology
6. Evolving Work and Family Roles
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School - University of Kashmir
1.Rapid Change1.Rapid Change
Many organizations face a volatile environment in which
change is nearly constant. If they are to survive and
prosper, they need to adapt to change quickly and
effectively. Human resources are almost always at the
heart of an effective response system.
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School - University of Kashmir
2. Work Force Diversity2. Work Force Diversity
All these trends present both a significant challenge and a
real
opportunity for managers. Firms that formulate and
implement
HR strategies that capitalize on employee diversity are
more
likely to survive and prosper.
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School - University of Kashmir
3. Globalization3. Globalization
One of the most dramatic challenges facing as they enter
the twenty-first century is how to compete against foreign
firms, both domestically and abroad. Many companies are
already being compelled to think globally, something that
doesn't come easily to firms long accustomed to doing
business in a large and expanding domestic market with
minimal foreign competition.
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School - University of Kashmir
4. Legislation4. Legislation
Much of the growth in the HR function over the past three
decades may be attributed to its crucial role in keeping the
company out of trouble with the law. Most firms are deeply
concerned with potential liability resulting from personnel
decisions that may violate laws enacted by the state
legislatures, and/or local governments.
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School - University of Kashmir
5. Technology5. Technology
The world has never before seen such rapid technological
changes as are presently occurring in the computer and
telecommunications industries. One estimate is that
technological change is occurring so rapidly that individuals
may have to change their entire skills three or four times in
their career.
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School - University of Kashmir
6. Evolving Work and Family Roles
6. Evolving Work and Family Roles
The proportion of dual-career families, in which both wife
and husband (or both members of a couple) work, is
increasing every year. Unfortunately, women face the
double burden of working at home and on the job, devoting
42 hours per week on average to the office and an
additional 30 hours at home to children.
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School - University of Kashmir
INDIVIDUAL CHALLENGES–
Mohsin Nasti#241
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School - University of Kashmir
Individual Challenges
1. Productivity
2. Empowerment
3. Brain Drain
4. Ethics and Social Responsibility
5. Job Insecurity
6. Matching People and Organizational Research
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School - University of Kashmir
1. Productivity
Productivity is a measure of how much value individual
employees add to the goods or services that the
organization produces. The greater the output per
individual, the higher the organization’s productivity. Two
important factors that affect individual productivity are
ability and motivation.
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School - University of Kashmir
2. Empowerment
In recent years many firms have reduced employee
dependence on superiors and placed more emphasis on
individual control over the work that needs to be done. This
process has been labeled empowerment because it
transfers direction from an external source (normally the
immediate supervisor) to an internal source (the
individual’s own desire to do well).
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School - University of Kashmir
3. Brain Drain
With organizational success more and more dependent on
knowledge held by specific employees, companies are
becoming more susceptible to brain drain-the loss of
intellectual property that results when competitors lure
away key employees.
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School - University of Kashmir
4. Ethics and Social Responsibility
Corporate social responsibility refers to the extent to which
companies should and do channel resources toward
improving one or more segments of society other than the
firm’s owners or stockholders. Ethics is the bedrock of
socially responsible behavior.
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School - University of Kashmir
5. Job Insecurity
In this era of downsizing and restructuring, many
employees fear for their jobs. For most workers, being able
to count on a steady job and regular promotions is a thing
of the past. Even the most profitable companies have laid
off workers.
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School - University of Kashmir
6. Matching People and Organizations Research
Matching People and Organizations Research suggests that
HR strategies contribute to firm performance most when
the firm uses these strategies to attract and retain the type
of employee who best fits the firm’s culture and overall
business objectives.
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School - University of Kashmir
OORGANIZATIONAL
CHALLENGES–
Owais Ahmed#214
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School - University of Kashmir
Organizational Challenges
Organizational Challenges
1. Management Of Creative Class.
2. Workforce Diversity.
3. Management Of Knowledge Workers.
4. Management Of Technological Challenges.
5. Management of Change
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School - University of Kashmir
1.Management Of Creative Class
1.Management Of Creative Class
It Includes Identification, Selection,Training and Grooming
of Creative Talent.
Proper Job Training and Job Mentoring.
They should maintain their Creativity, under Stress.
Monetary and Non Monetary benefits should be given.
Talent Management should have a strong voice in
Organizational Design.
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School - University of Kashmir
2.Workplace Diversity
2.Workplace Diversity
Talents from different backgrounds, gender, age, race,
religions, beliefs, ethnicity, cultures etc.
Whether to go for diversity or not.
Better is diversity. Diverse talents means more
capitalization of business opportunities.
Proper management of diversified talent required.
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School - University of Kashmir
3.Management Of Knowledge Workers3.Management Of
Knowledge Workers
Here we are looking for talent, who does not obey principles
of management base on Traditional approach.
Due to Higher Educational background, ability to take
responsibilities at lesser age, high bargaining skill,
knowledge etc.
Management of such talent necessary ,especially in IT,BPO
industries.
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School - University of Kashmir
4.Management Of Technological Challenges.
4.Management Of Technological Challenges.
To Prepare Workforce to accept technological
advancements.
E.g. Banking Industry.
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School - University of Kashmir
5.Management Of Change
5.Management Of Change
Restructuring.
Downsizing.
Mergers.
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School - University of Kashmir
CCULTURAL CHALLENGES–
Safura Ashraf#253
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School - University of Kashmir
Cultural ChallengesCultural Challenges
1. Behaviors
2. Philosophy
3. Dominant Work Values
4. Feeling Or Climate
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School - University of Kashmir
1.Behaviors 1.Behaviors
There are observed behavior irregularities when people
interact within an organization such as the languages used
and the rituals surrounding difference and demeanor
To maintain a neutral behaviors within an organization is
again a big challenge for HR owing to the fact that India has
vast cultural differences.
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School - University of Kashmir
2.Philosophy2.Philosophy The philosophy that guides an organization’s policy towards
employees and or customers.
In order to effectively manage workplace diversity, Cox
(1993) suggests that a HR Manager needs to change from an
ethnocentric view ("our way is the best way") to a culturally
relative perspective ("let's take the best of a variety of
ways"). This shift in philosophy has to be ingrained in the
managerial framework of the HR Manager in his/her planning,
organizing, leading and controlling of organizational resources.
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School - University of Kashmir
3.Dominant Work Values
3.Dominant Work Values
The need to match the employee’s dominant work values
and attitudes with their career choices can be one of the
most important and overlooked considerations when it
comes to making career related decisions.
If they are feeling a bit unsettled, or downright unhappy in
their current job, it's quite possible that their job is out of
sync with their work.
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School - University of Kashmir
4.Feeling Or Climate4.Feeling Or Climate
The feeling or climate that is conveyed in an organization
by the physical layout and the way in which members of
the organization interact with one another, customers and
outsiders.
HRs contently have to review the climate prevalent in the
organization. If it is negative, it can create a problem within
an organization , like hatred groups, unavoidable
circumstances, etc.
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School - University of Kashmir
Challenges in RECRUITMENT –
Saqib Qureshi#201
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School - University of Kashmir
Challenges In RecruitmentChallenges In Recruitment
1. Adaptability To Globalization
2. Lack Of Motivation
3. Process Analysis
4. Strategic Prioritization
5. Attracting Highly Talented Employees
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School - University of Kashmir
1.Adaptability to Globalization
1.Adaptability to Globalization
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School - University of Kashmir
2.Lack of Motivation 2.Lack of Motivation
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School - University of Kashmir
3.Process Analysis3.Process Analysis
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School - University of Kashmir
4.Strategic Prioritization
4.Strategic Prioritization
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School - University of Kashmir
5.Attracting Highly talented Ones
5.Attracting Highly talented Ones
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School - University of Kashmir
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