Human Resource Management

Activity 4

Presented By (Group 1)-

1. Syed Umair Owais- GM8940
2. Adnan Abid- GM8948
3. Mohammed Afzal Nezami- GK9901
4. Nasrat Hasnain Mondal- GL1410
5. Talha Rahim- GJ0952
6. Ali Faizan- GJ7785
7. Shobhit- GM8981
8. Maaz Zuberi- GK2615
9. Atul Kumar Sharma- GM 8970
10.Hammad Saifi- GK9871
The skills and competencies HR profession need to add more value to HR function:

 HRM knowledge and expertise

 HR strategy creation & execution
 Communication Skills
 Administrative Expert
 Proactivity
 Advising
 Coaching
 Recruitment and Selection
 Command on Technology
 Being Analytical
 HR Reporting Skills
 Commercial Awareness
 Cultural Awareness
 Well- being
 Teamwork
Are people always valuable in an
organization?

 When we talk about the valuable assets of an

organization, people are the most valuable
always. Employees make up the workforce of
the company. Therefore, it is important to
invest in them by providing them the best
micro-learning, training and development by
the company.

 All intangible assets such as patents,

copyrights, intellectual property, brands,
trademarks, and R&D are created by people.
Therefore, they matter most to the company or
business. They are the most essential
contributors toward profits and shareholder
value. They are key assets for any
organization.
Why we need to invest in Human Resource Management?
There are numerous benefits of investing in HRM, both to organizations and the people they
employ.
These include:

 The acquisition of new skills and knowledge.

 Enhancing or updating existing skills and knowledge, helping people to further improve proven strengths.

 Addressing weaknesses or putting mechanisms in place to address or compensate for these.

 Improvements in well-being, engagement, confidence, capability and competence.

 Committed, engaged personnel are much more likely to go that ‘extra mile’ for their colleagues and for the
organization’s customers.

 Encouraging employees to feel supported and enabled in their work.

 Putting learning into practice where it can do the best – in the workplace.

 Using learning to improve performance at work.

 Sharing learning throughout the workplace, to enhance team performance.

 Improving performance throughout the whole organization through dissemination of information, ideas and networking.

 Greater commitment to the organization.

 Less turnover of personnel; less expenditure on recruitment and less time/expense spent inducting and training new
entrants.
HRM and its development in India

India has seen some significant changes in its HR

industry over the last five years. New priorities have
included creating a diverse workforce, establishing
gender parity and pay equality, providing mentorship,
and assuring safety at the workplace.

In a survey some big trends expected or happening to dominate India’s HR industry:

 AI to become a standard tool for recruiters.

 Growing usage of data analytics.

 Blacklist for CV fraudsters, emphasis on background checks.

 To create a healthy work culture will add value to HR roles.

 Marketing and branding will be an integral part of the HR function.

Why do we think that HRM is a neglected function in India?

The key problems that have adversely influenced the management of HR in India are:
1. Lack of skill and competency development
2. The rigidity caused by the labour law framework
3. The hierarchy driven mindset of employers
4. Government’s indecisions in matter of privatisation & disinvestment.

Many MNCs are practising progressive HRM practices in their Indian Locals, which will help faster
transparency & creativity to be benchmarked by Progressive Indian Organisations.
 STRUCTURED & RATIONALIZED INTERNAL LABOUR MARKERS (ILMs)
 OPEN TO CHANCE SHARING & LEARNING
 CONVERGENCE OF HRM
 THE INDIVIDUAL LEVEL