C

Recent Trends in HRM

MODULE 4
 Competencies (concept) & Classification

• It refers to the knowledge and skills that enable effective performance of an

activity or job
• It is a combination of practical and theoretical knowledge, skills and attributes
which is required to improve performance
 Examples of Different Competencies
1. Initiative and creativity
2. Judgement
3. Co-operation\ teamwork
4. Quality and quantity of work
5. Reliability
6. Commitment to safety
7. Support of diversity
8. Job knowledge
9. Customer Service
 Classification of Competencies
1. Organizational competencies 8. Management competencies
2..Core competencies
3. Technical competencies
4. Behavioural competencies Planning, organizing, directing, monitoring
5. Functional competencies
6. Business competencies a. Customer Service
7 . Leadership a. Influence b. Work Ethics
b. Resourcefulness c. Accountability
c. Result orientation d. Communication
d. Commitment
 Learning organisation
1. It is the one that has developed the capacity
to continuously learn, adapt, and change
2. It is a company that facilities the learning of
its members and continuously transform itself
 Characteristics of Learning organisation
1. Systems thinking
2. Personal Mastery
3. Mental models
4. Team learning for shared vision
5. Role of the leader
6. Empowerment of team members
7. Innovation and change
8. Customer centric
 Innovative organization

•Innovative organization encourages their employee to come up with innovative ideas.

•The essences of an innovative organization lies in their employees ability to contribute to
the creative process of the organization
•Innovation means doing jobs in a different way and possibly making mistakes
•Organisations lack innovation not because their employees lack the capability, but
because they have not provided a supportive environment.
 Approaches to create innovative organisation
1. Autonomy to employees
2. Provide adequate resources
3. Focus on research & development
4. Allocate time for ideas
5. Involve all departments
6. Discourage fear of failure
7. Accommodating leadership style
8. Respect the subordinates
9. Recognize & reward innovation
10. Open communication
 Need for Innovation
1. Competitive advantage
2. Motivation of employees
3. Retention of competent employees
4. Expansion of business
5. Promotion of individual growth
6. Building confidence in employee
7. Harmony and team work
8. Adapting to. Changing environment
9. Efficient utilization of resources
10. Meeting growing consumers expectations
 Managerial role in innovation culture

1. Provide autonomy to employee

2. Provision for adequate resources
3. Focus on R & D efforts
4. Allocate time for creative ideas
5. Adopt Accommodation leadership style
6. Respect subordinate ideas
7. Recognize and reward innovation
 Trends in HRM

•It is the extent to which employees feel

passionate about their jobs, and are committed
to work in the interest of the organization
•It is different from employee satisfaction
•It relates to the relationship between an
organization and its employee
Drivers of Engagement
•Employee perceptions of job importance

•Employee clarity of job expectation

•Career advancement

•Recognition and rewards

•Regular feedback

•Relationship

•Perception of work ethos and values

•Training and placement

 Types of Employee Engagement
Depending on the level of
commitment passion and integrity
the employees can be classified into
three categories
•Actively engaged employees
•Not engaged employees
•Actively disengaged employees
Types of Employee
Engagement
 Actively Engaged Employees
•The engaged employees are those who work
with passion and committed to work in the
interest of the organization
Following are the characteristics of actively
engaged employees
1. Innovative 5. Clear
communication
2. Excellent relation
3. Positive attitude
 Not Engaged Employees
•These type of employees consist of majority in most of the
organization they perform what is expected of them but
nothing more
• Not passionate about their job and the organization
• Plays passive role & is concerned with salary rather than
work in the organization
• Works for self interest rather than the interest of the
organization
• They do not generate ideas
• They do not expect autonomy
 Actively Disengaged Employee
•Employees are dissatisfied & adopt a negative attitude
towards the work
•They pass false rumors
•Try to grab higher position
•Flatter and press their bosses
• Try to avoid actual work
• they create deceitful impression
• Resort to corrupt practices
 Human Resource Information System
•It is defined as an integrated system used to gather, store
and analysis of information regarding an organization
human resources
Various modules of HRIS software which are as follows :
• Payroll module
• Training module
• HR management module
• Administration module
• Employee self-service module
 Importance of HRIS
•Human resource planning
•Human relations
•Employee information
•Employees payroll
• Recruitment and Selection
• Reporting
• Security and risk management
• Safety and healthy measures
 Changing Patterns of Employment

•In recent years there has been a change in the pattern of employment the change in employment
pattern has helped employers to develop a more flexible working pattern for their employees following are
the change in pattern of employment

•Increasing self employment

•Reduction in full time employment

•Part-time working

•Contractual employment

•Temporary employment
Challenges in HRM(Managing Workforce
Diversity

•NOWADAYS WORK FORCE IN ORGANIZATION HAS BECOMING RICHLY DIVERSE

most OF THE ORGANIZATION ARE BECOMING COSMOPOLITAN
MORE WOMEN ARE JOINING THE ORGANIZED
•WORKFORCE YOUNGER EMPLOYEES WITH GOOD EDUCATION ARE INCREASING IN THE JOB MARKET
•MANY ARE GETTING ATTRACTED TO INTERNATIONAL CAREERS

•EMPLOYEES FROM DIFFERENT LIFESTYLE WITH DIFFERENT RECREATIONAL INTEREST ARE AVAILABLE IN
JOB MARKET
Benefits of Managing
Diversity
•Higher productivity in diverse team
based especially in international
market
•fusion of culture customs and
traditions helps to respect each other
• develops teamwork among different
group of members organization
• develops better relationship with
suppliers customers coming from
different custom and culture
•There is social benefit and social
Downsizing
•It refers to plant elimination of
position or job
•It is one of the way of
organizational restructure
•It involves retrenchment of
surplus manpower through VRS
•Many firms have adopted
downsizing which has helped
them to save employee cost and
improve employee efficiency
Reasons for Downsizing
• Corporate restructuring

• Surplus staff

• Increasing competition •

• Recession

• Technological development
Managing the Problem of Attrition

•Attrition refers to gradual reduction in

workforce without firing personnel as and
when workers resign or a retired and or not
replaced
•It takes place into forms
•1. Due to employees leaving the organization
•2. Due to employees retiring from an
organisation
 Employee
Empowerment
•It is a philosophy whereby employees
are given the right amount of power
which they require to take decision to
achieve organizational goal
• It provides employees a certain
degree of autonomy and
responsibility for decision-making
regarding their organizational goals
• It refers to the management strategies
Following are the ways of Employee
Empowerment
•Foster a social work force
•01
•Consult employees
•02
•Establish guidelines
•03
•Create flexible team
•04
•Encourage open communication
•05
•Inspire employee growth & development
•06
•Provide a level of freedom
•07
Theoretical approaches to empowerment

•Social structural approach

•Psychological approach
•Critical approach
 Advantages of Employee
Empowerment
•Leads to increased organizational
responsiveness to issues and problem
•Leads to innovation and creativity increase
productivity and efficiency
• Develop a sense of self-esteem and
self-confidence
• Helps to solve the problems faster provides
better quality customer services
•Improves process and procedures due to
innovation and creativity
• Employees may embrace the change and
Employee
•It takes place when
employees remain
Absenteeism absent
without prior permission
from superiors
•The absenteeism is employs
intentional or habitual
absence from work
•Excessive absence leads to
decrease in productivity and
affects the overall
 1. Addiction
Causes of
2. Burnout
Absenteeism
3. Child Care & Elder Care
4. Depression
5. Disengagement
6. Events And Festivals
7. Faulty Placements
8. Grievances
9. Harassment
10. Poor Quality Of Superiors
Poor
 Effects of
Absenteeism
•Overburden on co
employee
•Reduces productive and
performance of the
organisation
•Chances of accident due to
work overload
•Spoils relationship among
the co-workers
 Management of
Absenteeism

•Attendance policy
•Identify the cause of
absenteeism
•Keep track of absentees
•Address the problem of
absentees
•Reward good behaviour
Work Life Balance
•It is a common phenomena that
employs improve experience
interference between their work life
and family life’s
•Work life balance maybe defined as
a satisfactory level of inform
involvement or or a fit among the
multiple roles in person’s life
 Measures for Work Life
Balance
•Flexible Work Options
•Reduce Working Hours to Spend More
Time With Families
• Start Your Work Early & End It
•Early Take Care of Childcare
Arrangement
•Flexi Timing
• Part-time Employment
•Telecommunicating
•Job Sharing
•Compressed Workweek
 Support program for work
life balance
•Counselling Services
•Mentoring Facilities
•Creche facilities
•Health & Wellness Program
•Sabbatical for Career Break
Domestic and International HR Practices
•Nations Involved
•Scope of Activities
•External Factor
•HRM System
•Personal Issues of Employees
•Exposure of Risk
•Payment & Facilities
•Tenure of Employment
 Millennial Competency
Mapping
Generation Y is also called as
menials
It includes person born between
1979 and 1999
Millennials our children born to
baby boomers
Baby boomers are those who were born between 1946 and 1964
Competencies Components for Generation Y

•Knowledge General &

Technical
•Attitude Tendency &
Behavior
•Skills Public Oriented &
Performance Oriented
•Other Behavioural
Attributes
Competency Mapping for
Generation Y of identifying
•It is a process
key components for the
organisation and
incorporating those
competencies throughout the
various process of the
organisation
•When competency mapping
is done job profile is created
Process of Competency Mapping
Need for Competency Mapping
•Recruitment & Selection
•Training & Development
•Placement
•Career Planning & Development
•Performance Appraisal
•Compensation & Motivation
•Succession Planning
•Employee Retention
THANK YOU