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Session 3 - Issues of HRM

The document discusses several issues facing HR departments and expectations for HR in the changing business environment. It notes that HR must have competent and flexible personnel, and be integrated and concerned with the organization's mission. Additionally, HR will need to effectively manage selection and training, meet performance expectations measured by customer satisfaction, and respond to trends like knowledge-based customers, increased competition, and demand for speed and autonomy. The document also outlines how organizations are changing with more cross-functional teams, demands for new skills, and a push for leaner workforces. This results in issues for HR around technology, workforce changes, training, and adapting to changing job skills. Finally, the document discusses how HR must shift from a reactive role to integrating strategy

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267 views14 pages

Session 3 - Issues of HRM

The document discusses several issues facing HR departments and expectations for HR in the changing business environment. It notes that HR must have competent and flexible personnel, and be integrated and concerned with the organization's mission. Additionally, HR will need to effectively manage selection and training, meet performance expectations measured by customer satisfaction, and respond to trends like knowledge-based customers, increased competition, and demand for speed and autonomy. The document also outlines how organizations are changing with more cross-functional teams, demands for new skills, and a push for leaner workforces. This results in issues for HR around technology, workforce changes, training, and adapting to changing job skills. Finally, the document discusses how HR must shift from a reactive role to integrating strategy

Uploaded by

api-3832224
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Issues faced

by
HR
HR - Present Scenario
Need to have:
 Competent personnel
 Flexible - respond to changing
demand of org.
 Integrated & concerned for
mission & survival of
enterprise
Expectation in New Envt. –
Scenario
 Organizations - ideas, concepts,
& networks
 Work, home & recreation - in
same location
 Future challenge is to manage:
 selection & training
 expectations
 performance - measured by
customer satisfaction
Facets of Reality
 An environment of high cost
 Knowledgeable customers who
exercise their preference
 Competition demanding quality
 Delivery Time – Speed driven
 Low tolerance level
Facets of Reality
(contd.)

 Availability of options –
Multinationals
 Margins are coming down
 Speed in decision – making
 Demand for autonomy &
freedom
Changing Nature of Org.

 Workers more organized


 Cross functional work teams

 Imp. Skills - Teamwork/Ability to


work in groups
 Adapt one’s skill & background
to others in team
 Concern for restructuring
employee predisposition to work
 Concept of permanent
employment argued
Changing Nature of Org.
(contd.)

Thrust for lean manpower org.


becoz.:
 Reduce costs
 Operationally easier to deploy
 Easier to control
 Get more output from a
smaller, more skilled & flexible
workforce
 Innovations in technology
 Changing nature of work itself
HR – Issues
 Technology Upgradation
 Trimming Workforce

 Training & workforce

upgradation - systematic &


continuous
 Benefit of life-long employment

is not one way


 Type and Number of jobs & skill –
Changing
 Many with obsolete skills have to
Issues - Role of the HR
person

A committed HR person:
 Is enthusiastic and involved
 Markets function internally to

beneficiaries
 Does not slip easily into a

maintenance role
 Gainshares tangible benefits of

function
 Develops drastic remedies
Issues - Role of the HR
person (contd.)

A committed HR person:
 Brings about Structural
positioning of HR
 Leverages status - imp.
dimension for function’s growth
 Maintains one’s - Interest,
energy & zeal
 Harnesses employee efforts in
attaining org. goals
Tackling Issues – HR
HR function has gradually
shifted its focus :
 From a narrow maintenance
reactive role
 to a much wider canvas
 integrating HR strategy with
corporate strategy
 empowering employees
 restructuring org.
 Needs to grow & keep pace
creatively with changes &
Tackling Issues – HR
(contd.)

 At broader level - Realigning


org. structure
 Develop better communication &
info. highways
 Provide database for info. based
personnel decision
 Keep records for Maintenance/
admin.
 Tap relevant labor markets
Tackling Issues – HR
(contd.)

 Suitable & appropriate short


lists of candidates for jobs
 Help with proper placement,
induction & training
 Equity in transfers, promotion,
salary & benefits decision
 Help managers in dealing with
people
Thank You

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