HRM

People are the most vital resources & valuable

resources of any organization. Material resources
depreciate and HR appreciates.
Leaders/CEOs speak
If you look at our semiconductors & melt them down
for silicon , thats a tiny fraction of the costs. The rest
is intellect & mistakes. Gordon Moore ,Intel

An Organizations ability to learn ,& translate that

learning into action rapidly, is the ultimate
competitive business advantage.
Jack Welch

My employee is the king of my company

Sir Richard Branson, the founder CEO of Virgin Group
Challenges facing the workforce
today
Key changes in the environment
Liberalization, privatization and Globalization
Pressure for speed & innovation
Transition to a service economy with its extraordinary
emphasis on customer.
Pressure for financial performance in a tough
competitive terrain.
Technological advances
War of talent
Changing Workforce demographics
Skill Obsolescence
From Touch Labor to knowledge Workers
 Benchmark Practices
Google internal program grow which helps employees finds
opportunities resources and advice for their professional
development.
Cisco- recognition program Connected Recognition
Mars wellness program
You cant talk about Mars unless you talk about people.
Hyatt- Celebrating our people week long event
Microsoft 24 hour idea factory
Wal-mart- concern and respect for staff
South West Airlines- encourages informality and fun at workplace.
Employees are valued , CEO Herb Kellehar acknowledging births ,
marriages & deaths by notes & cards.
Southwest turn around times less than half the industry average.
Hewlett Packard formulate 3 personal & professional goals
,encourages for work-life balance
 Start ups workplace culture
Quora california company has a vacation tax which everyone
likes to pay.

Fresh tilled soil gives its employees an all expense paid

workation. send staff to exotic locations like Costa Rica ,
Dominican Republic.

Softwire ,London based pays for singing lessons, other kind of

on site lessons for other interest.
At buffer , employees keep no secrets , not even their sleeping
patterns.

Invite moms of employees to work for helping employees have

home cooked food.
Challenges by the HR
managers
Embracing new technology
Managing change

Managing talent or Human capital

Responding to the market TQM ,process

reengineering
Containing costs

Diversity

Cultural changes

Changing attitude towards work

The partnerships of line managers &HR department

 Categories of employees
1. Work horse 2. Star

Limited Capacity to High Potential

accomplish the tasks

Full of energy High Performance

3.Problem child 4. Deadwood

High Potential Low Potential

Low on performance Low performance

 Permanent Job an impasse
Time bound assignments.
Hiring consultants or free agents for specific

requirements rather than permanent

employees.
Increased income through multiple assignments

Exposure to different cultures , people and ways

of running business
Build skill sets

Can pursue their hobbies or passion.

Requires meticulous planning and time mgt.

 Personnel Mistakes
Hire the wrong person for the job
Experience high turnover

Have your people not doing their best

Waste time with useless interviews

Have your firm in court because of discriminatory

actions
Have some employees think their salaries are unfair

and inequitable relative to others in the organization

Allow a lack of training to undermine your

departments effectiveness
Commit any unfair labor practices
Human Resource Management
HRM is the process of acquiring, training, appraising,
and compensating employees, and of attending to their
labor relations, health and safety, and fairness
concerns.

Organization
People with formally assigned roles who work together
to achieve the organizations goals.
Manager
The person responsible for accomplishing the
organizations goals, and who does so by managing
the efforts of the organizations people.
 Now HR are considered as Human capital
which can be categorized into 3 categories:

Intellectual capital -a product of

competence-( can do potential ) &
commitment (will do potential).

Social Capital

Emotional Capital
Important trends in HRM
The New HR managers
High Performance work systems
Managing ethics
HR certification
Evidence based HRM
Strategic HRM
HRM related ethical issues
Workplace safety
Security of employee records
Employee theft
Affirmative action
Comparable work
Right to information versus Right to privacy
HR Business Partner Model, David
Ulrich, 1997
1. As an HR Business Partner

2. As a Change Champion

3. As Administrative Experts

4. As an Employee Advocate
Champion for employee concerns
Employee crisis management
Responding to employee complaints
Line and Staff Aspects of
HRM
Line Manager

Is authorized (has line authority) to direct the

work of subordinates and is responsible for
accomplishing the organizations tasks.

Staff Manager
Assists and advises line managers.
Has functional authority to coordinate
personnel activities and enforce organization
policies.
Line Managers HRM
Responsibilities
1. Placing the right person on the right job
2. Starting new employees in the organization (orientation)
3. Training employees for jobs that are new to them
4. Improving the job performance of each person
5. Gaining creative cooperation and developing smooth
working relationships
6. Interpreting the firms policies and procedures
7. Controlling labor costs
8. Developing the abilities of each person
9. Creating and maintaining department morale
10. Protecting employees health and physical condition

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Trends in the Nature of Work

Changes in How We Work

High-Tech Service Knowledge Work

Jobs Jobs and Human Capital
Work related Learning

Outside work

At Work

In Work
Trends Shaping Human Resource Management
 What should the HR do?
1.Possess domain knowledge
2.Have the business acumen
3.Courageous to take risk and make decisions
4.Communication(Listening Skills-not to reply but to
understand)skills
5.Learning mindset

HR is no more sitting a cabin.

They have to DIRTY themselves for a minimum of 6 months
in the shop floor /assembly/process and LEARN to
understand business.
HR Management Competencies
and Careers
HR Generalist
A person with responsibility for performing a
variety of HR activities.
HR Specialist
A person with in-depth knowledge and expertise in
a limited area of HR.
Important HR Capabilities:
Knowledge of business and organization
Influence and change management
Specific HR knowledge and expertise
 Some Technological Applications to Support HR

Technology How Used by HR

Application service providers ASPs provide software application, for instance, for processing
(ASPs) and technology employment applications. The ASPs host and manage the services
outsourcing for the employer from their own remote computers

Web portals Employers use these, for instance, to enable employees to sign up
for and manage their own benefits packages and to update their
personal information

Streaming desktop video Used, for instance, to facilitate distance learning and training or to
provide corporate information to employees quickly and
inexpensively

Internet- and network- Used to track employees Internet and e-mail activities or to monitor
monitoring software their performance

Electronic signatures Legally valid e-signatures that employers use to more expeditiously
obtain signatures for applications and record keeping

Data warehouses and Help HR managers monitor their HR systems. For example, they
computerized analytical make it easier to assess things like cost per hire, and to compare
programs current employees skills with the firms projected strategic needs
 Syntel HR practices
It is founded in integrity & focusses on five
core values, defines work and shapes their
attitude.
Simple
Smart
Speed
Stretch
Synergy
Points to think
What matters is how HR defines its enabling
role for business?

What it takes for HR to help workplaces bring

back the human in its human capital?