Evolution of HRM: Recent Trends and Practices

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Delve into the evolution of Human Resource Management (HRM) with a focus on recent trends and practices. Explore the origins of HRM, its historical development, and its significance in today's organizational landscape. Discover how HRM has evolved from traditional personnel management to a strategic and future-oriented approach aimed at maximizing employee performance and organizational success.


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  1. Recent Trends and Practices

  2. Dr. Dr. Prakash Prakash R. R. Rodiya Rodiya Asst. Prof. Dept. of Commerce Rajarshi Shahu Mahavidyalaya, Latur (Autonomous)

  3. What is HRM? What is HRM?

  4. HRM Practices involved -acquisition, development, motivation and maintenance of HR. It is Management of HR to bring Organization and HR together It means to develop manpower and use suitable methods Methods as training, promotions, transfers and opportunities for career development.

  5. HRM HRD program create a team of well-trained, efficient and capable managers HRM is future oriented practice. To Maximize performance of employees

  6. HRM The term Human Resource Management was developed from the term PersonnelManagement .

  7. ORIGIN OF HRM

  8. ORIGIN OF HRM Its origin is dated back to 1800 B.C., wage and incentive plans Istmanagement book Arthasastra - Kautilya, - in 400 B.C. codified many aspects of HR practices in ancient India.

  9. HISTORY OF HRM Recent term Came into use in early seventies Prof. Len Nadler applied HRD in 1968 in the George Washington University, Washington DC.

  10. In 1969 it was used in Miami at the American society-Training and development through conference. In 1970 s it was gained more acceptance in worlds over

  11. HRM IN INDIA

  12. HRM IN INDIA Larsen and Toubro- HRD 1975 private sector Company- assist growth of employees- specially people at the lower levels. In public sector Government Company- BHEL-1980. HRM Developed -UK and USA- world recognition.

  13. HRM IN INDIA Governmental interventions and compulsions. Practical and a elastic approach.

  14. 1920 to 1930 Worker welfare 1930-1950 - Royal commission on labour suggested to appointment of labour officer

  15. 1950-1960 Maintain discipline Break-up the leadership Trade unions Handle recruitment and termination Keep form of labour welfare.

  16. 1960-1970 Rise of the public sector Labour welfare Participative management Industrial harmony Impact of Westernization

  17. 1970-1980 People management Personnel officers Establishment officers

  18. 1970-1980 Birth of worker training institute Focus on Attitude development 1980-1990 HR department separated HRD and personnel function clubbed together

  19. 1990-2000 Impact of LPG policy on HRM HRM as strategy Motivation and stress management for change Focus on organization objectives Industrial relations training and development Information and Communication system

  20. 2000-2010 Selective management Corporate strategy Team formulation and strategy implementation

  21. 2010-2017 Skill Development- Globalise employees Skills for employment generation Skills for advancement of HR and nation These concept get boost ..

  22. Continuous changes in technology, economic, social and emotional understandings and structures have great influence on Human Resources management. 2018 and onwards

  23. 2018-2025 RECENT TRENDS IN HRM HR Skill development strategy Focus on technology driven change To find people To connect people To engage people To replace people Globalization- Infosys started to appoint Chinese UG, PG and training at Mysore

  24. Work-force Diversity Similarities and differences - age, cultural background race, religion, gender Workforce composition Family friendly organization Participative approach-work better Big challenge opportunities

  25. Technology as a tool to help with day-to-day tasks Technology as a way of life in the workplace Talent pools can now be identified simply by searching hash-tags (Message on specific topic Twitter, Integral, Pinterest) Hiring Hiring & & Firing Firing

  26. Up-skill Re-Skill---Up-Skill Online Learning-On the Job off the job training HR Chat-bots !- To help HR and employees Chatter-bot-Artificial Conversation by internet, like tennis Talk-reply, Talk-reply . Flexible work arrangements Employee Experience Develop Global Leaders-in past global leaders developed and created history

  27. Community Focus- making the world more sustainable Artificial Intelligence (AI) in HR Robot to perform task-computer control-requires human intelligence-visual perception, speech recognition, decision making, translation Review culture and continuous feedback Brand HR-Research and Innovation, multitalented HR Use social media channel for HR Mobile recruitment-India worlds IInd highest Mobile phone user nation

  28. Goodbyes to paper work Priority to employee satisfaction Digitized rewards and recognition Learning Management Systems (LMS) for skill development

  29. Part-time employment-USA 40%-other advanced nations Contingent workforce management Online skill assessments System To Develop Fitness and wellness Apps for HR- Dietary counseling, yoga, meditation, education , training ,work and life .. Workforce Expectations-Turnover Management-strategy

  30. Decentralize operations Self management Team work- Virtual teams Geographically distributed team-use of tech. for communication-FAX, E-mail, Video conf. Business Strategy- High Quality Standards, TQM, Six sigma

  31. Global Reengineering of employees Training in Abroad, multitalented employees Human resource outsourcing (HRO)- external supplier Work life balance Develop healthy employees Happy family-happy work force E-recruitment-Face book, Twitter, What's App,

  32. PROBLEMS- HR PRACTICES IN INDIA Low motivation No Recommendations No proper performance appraisal Promotion based on seniority-than talent Skill, No proper training-Traditional methods Class room Training abilities

  33. PROBLEMS- HR PRACTICES IN INDIA Corrupt practices in HR Planning Caste biased system Poor decision making Poor objectives Low focus on skill development Lack of strategically advancement of HR

  34. CONCLUSION Globalization HR professionals started focusing on HRD More emphasis on harmonious balance Application of E-technologies Emphasis on AI

  35. HRD focal point HR as a asset HR advancement strategy Brand HR

  36. BIBLIOGRAPHY http://www.whatishumanresource.com/the-historical- background-of-human- resource-management. http://shodhganga.inflibnet.ac.in/bitstream/10603/11268/1 1/11_chapter%202.pdf https://www.thecho.in/files/Jyotsnali-Chetia.pdf https://www.scribd.com/presentation/34490380/history- of-hrm http://kalyan-city.blogspot.in/2009/12/human-resource- management-human.html

  37. Thank You ! Thank You !

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