Contemporary Issues in HRM Human resource managers face

Contemporary Issues in HRM Human resource managers face a myriad challenges with todays workforce. There are issues concerning the diverse workforce, legislation affecting the workplace and technology matters that rise to the top of the list of challenges. Major Contemporary issues in HRM are: Green HRM IHRM SHRM Chronic Health Issues Organizational Development and Change Career management and Development Employee Benefits and Compensation

Strategic Human Resource Management (SHRM) Strategic human resource management Formulating and executing HR systems that produce the employee competencies and behaviors the company needs to achieve its strategic aims Taking a strategic HRM approach means: Making human resources management a top priority Integrating HRM with the company’s strategy, mission, and goals “HRM can make significant contributions if included in the strategic planning process from the outset. ” The strategic management process helps determine: What must be done to achieve priority objectives How they will be achieved

SHRM: A Key to Success Three levels of strategy apply to HRM activities: Strategic (Long Term) Managerial (Medium Term) Operational (Short Term) The HRM activities involved are: Employee Selection/ Placement Rewards Appraisal Development

SHRM: A Key to Success Strategic HRM planning leads to: Growth Profits Survival Planning also: Expands awareness of possibilities Identifies strengths and weaknesses Reveals opportunities Points to the need to evaluate the impact of internal and external forces

Traditional HRM vs SHRM Point of distinction Traditional HR Strategic HR Focus Employee Relations Partnerships with internal and external customers Role of HR Transactional change follower and respondent Transformational change leader and initiator. Initiatives Slow, reactive, fragmented Fast, proactive and integrated Time horizon Short-term Short, medium and long (as required) Control Bureaucratic-roles, policies, procedures Organic-flexible, whatever is necessary to succeed Job design Tight division of labor; independence, specialization Broad, flexible, cross-training teams Key investments Accountability Responsibility for HR Capital, products Cost centre Staff specialists People, knowledge Investment centre Line managers

Shifts in HR management in India Traditional HR practice Emerging HR practice Administrative role Strategic role Reactive Proactive Separate, isolated from Key part of organizational mission company mission Production focus Service focus Functional organization Process-based organization Individuals Cross-functional encouraged, singled out for praise, rewards People as expenses teams, teamwork most important People as key investments/assets Human Resource Management 13

Strategic Management Process Environmental Scanning Strategy Formulation • Corporate level • Business unit level • Functional level Strategy Implementation Strategy Evaluation

HR Role in Strategic Management In strategy formulation HR manager supplies competitive intelligence that is useful In strategy implementation Encouraging proactive behavior Explicit communication goals Stimulate critical thinking Productivity Quality and Service Proficient strategic management

HR PRACTICES LINKED WITH COMPETITIVE STRATEGY Recruitment Training Career Path & Promotions Openness Socialization

The Matching Model The Integrative Model SHRM MODELS The Resource based Model The control based Model

The Matching Model

The Resource based Model

The Integrative Model

Green Human Resource Management (GHRM) Green HR is one which involves two essential elements: environmentally friendly HR practices and the preservation of knowledge capital. Green HR involves reducing your carbon footprint via less printing of paper, video conferencing and interviews, etc.

The kinds of action taken within green HRM initiatives include educating employees about climate change and other environmental issues, training in working methods that reduce the use of energy and other resources, promoting and incentivizing more sustainable means of travel to work (e. g. car sharing, cycling, public transport), and auditing employee benefits to eliminate those that are environmentally damaging (e. g. unnecessary provision of a high powered company car)

Essential Green HR Activities Corporate Office Building Separate Department Conduct A Research Decreased Printing Recycling Cleanliness Drive Reusable Articles Power Savings

Impact of Green HRM • Gaining perception, reputation and good will. • Economically useful, hence direct impact on profit and enhances the return on investments. • Better Power Utility • Better Utilization of Resources • Cost Effective • Smarter Performance translated into Cheaper Products.

“During the past 2 decades, a worldwide consensus has begun to emerge around the need for pro-active environmental management. in Response , scholars from management systems as diverse as accounting , marketing and Supply-chain Management have been analyzing how managerial practices in these areas can contribute to environmental management Goals. ”