CHANGING FOCUS AND FUNCTIONS OF HRM

ABSTRACT INTRODUCTION
Human Resources Management is a management function involving procurement of suitable human resources, train and develops their competencies, motivate them, reward them effectively and create in them an urge to be part of the management team whose aim should be rendered, dedicated, committed service for the success and growth of the organization. The personnel Manager plays a crucial role in understanding the changing needs of the organization and society. His task is to attain objective in relation to the employee, organization and society with the resources available within the organization. For this he needs to have a good knowledge of such disciplines as Economics, Commerce, Management, Sociology, Psychology, Engineering, Technology and Law. These disciplines and Human Resources Management interact mutually. The emergence of Human Resource Management from the traditional personnel Management and Industrial Relation Philosophy has changed the nature and employment relationship. The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Personnel directors are the new corporate heroes. Managing Human Resources is one of the key elements in the management of work organizations. Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the global alignment of Indian organizations. There is a need for multi skill development. Role of HRM is becoming all the more important.

EMERGING CHANGES:

To leapfrog ahead of competition in this world of uncertainty, organizations have introduced six- sigma practices. Six- sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices improve organizational values and helps in creating defect free product or services at minimum cost. To decrease the stress level and to attain the satisfactory work environment the organizations are more concern about providing considerable Recreational activities to improve quality of work life, job satisfaction, commitment towards job and to encourage employee relationship. Human resource outsourcing is a new accession that makes a traditional HR department redundant in an organization. Exult, the international pioneer in HR BPO already roped in Bank of America, international players BP Amoco & over the years plan to spread their business to most of the Fortune 500 companies. The Balanced Score Card (BSC) concept evolved in the backdrop of a competitive world where information-driven organizations put a lot more stress on exploiting intangible assets rather than manage tangible or physical assets. The organizations adopt BSC to provide a framework for managing the implementation of strategy. Corporate Social Responsibility mandates that the corporation has not only economic and legal obligations, but certain responsibilities towards society that extend beyond these obligations.

With the increase of global job mobility, recruiting competent people is also increasingly becoming difficult, especially in India. Therefore by creating an enabling culture, organizations are also required to work out a retention strategy for the existing skilled manpower Campus recruitment is the most welcomed recruitment strategy, which facilitates the organization to have extended choice of talents among the pass out graduates Product diversification is the new concept where HR personnel are in the process of promoting market through creative ideas and implementing new levels of strategies to conquer the target. To avoid the risk of Trade Union problems the organizations are encouraging temporary Man power and contract labour more than casual labour. Human resources audit is refers to an examination and evaluation of policies, practices, procedures to determine the effectiveness and efficiency of the HRM and to verify whether the mission, objectives, programmes, etc have been followed and expected results achieved. Job rotation is an excellent method for broadening the manager or potential manager, for turning specialists into generalists. It refers to the transfer of movement of executives from one job to another and from one plan to another on some planned basis for educational learning purposes A career development system is a formal, organized, planned effort to achieve a balance between individual career needs and organizational workforce requirements. Career development practices are designed to enhance the career satisfaction of employees and to improve organizational effectiveness HRIS is a formal method of making available to management accurate and timely information necessary to facilitate the decision making process and enable the organization to carry out the functions effectively Talent Management - talented employees are those who possess knowledge and innovative skills, creative abilities, and positive contributory behavior that is in short in supply compared to that for demand. Potential Appraisal -Past performance may not be a good indicator of the suitability of an indicator for a higher role. To overcome this inadequacy, organizations are adopting new system called potential appraisal. The objective of potential appraisal is to identify the potential of a given employee to occupy higher positions in the organizational hierarchy and undertake higher responsibilities
Competency Mapping is the process of identification, evaluation of employees competencies

and organizational requirements and establishing perfect collaboration among them.

Emotional intelligence is the ability to perceive emotions, to access and generate emotions so as to assist thought. In simple terms, emotional intelligence is the ability to reason with, and about emotions; it combines feelings with thinking and vice versa. Right sizing of the work force refers to employing and maintaining exact number of employees with required skills, abilities and knowledge to perform the existing number of jobs in an organization