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Emerging Trends IN Human Resource Management: This Is Done

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pandu_narendar

This document discusses emerging trends in human resource management. It covers topics such as employer branding, competency mapping, human resource matrix management, attitudes and emotions, employee referrals, right sizing the workforce, moonlighting, dual career groups, flexi time, and knowledge creation processes. The key points are that employer branding helps create a preferred employer image and retain employees, competency mapping identifies employee and organizational requirements, and human resource matrix management aligns all departments around customer needs.

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Emerging Trends IN Human Resource Management: This Is Done

Uploaded by

pandu_narendar
101 views15 pages
This document discusses emerging trends in human resource management. It covers topics such as employer branding, competency mapping, human resource matrix management, attitudes and emotions, employee referrals, right sizing the workforce, moonlighting, dual career groups, flexi time, and knowledge creation processes. The key points are that employer branding helps create a preferred employer image and retain employees, competency mapping identifies employee and organizational requirements, and human resource matrix management aligns all departments around customer needs.

Original Title

NEW TRENDS IN HRM

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© Attribution Non-Commercial (BY-NC)

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This document discusses emerging trends in human resource management. It covers topics such as employer branding, competency mapping, human resource matrix management, attitudes and emotions, employee referrals, right sizing the workforce, moonlighting, dual career groups, flexi time, and knowledge creation processes. The key points are that employer branding helps create a preferred employer image and retain employees, competency mapping identifies employee and organizational requirements, and human resource matrix management aligns all departments around customer needs.

Copyright:

Attribution Non-Commercial (BY-NC)
Download as PPTX, PDF, TXT or read online from Scribd
Download as pptx, pdf, or txt
101 views15 pages

Emerging Trends IN Human Resource Management: This Is Done

Uploaded by

pandu_narendar
This document discusses emerging trends in human resource management. It covers topics such as employer branding, competency mapping, human resource matrix management, attitudes and emotions, employee referrals, right sizing the workforce, moonlighting, dual career groups, flexi time, and knowledge creation processes. The key points are that employer branding helps create a preferred employer image and retain employees, competency mapping identifies employee and organizational requirements, and human resource matrix management aligns all departments around customer needs.

Copyright:

Attribution Non-Commercial (BY-NC)
Download as PPTX, PDF, TXT or read online from Scribd
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You are on page 1/ 15

EMERGING TRENDS

IN
THIS IS
HUMAN DONE
RESOURCE
MANAGEMENT
EMERGIN
LEARNING G
ORGANIZA TRENDS
TION
EMPLOY
FLEXI ER
TIME BRAND

RIGHT COMPETE
SIZING OF NCY
WORKFORCE
MAPPING

KNOWLEDG HUMAN
E RESOURCE
MANAGEME MATRIX
NT MANAGEMENT

VIRTUAL ATTITUDE
ORGANIZ &
ATION EMOTIONS
EMPLOYEE
DUAL REFERREL
CARRER MOONLI S
GHTING
EMPLOYER’S BRAND
 It is defined as an emotional bond among employer, present and
prospective employee and various organs of the labour market that
creates and build an organisation’s reputations as the most preferred
employer.
 Employer brand helps for creating, attracting, developing ,utilising and
retaining the employees for a particular employer.
 it is a critical input in HR marketing.
 Employer brand creates employee friendly image of the employer,
builds healthy working relationships between employer and employees,
enhances self-esteem and organisational loyality of the employees .
WHY EMPLOYER BRAND
 Scarcity of Talent
 Competitive edge
 Impression management
 Organization loyality
 To increase the recruitment and selection ratio
 Reduce job misfit
 Retain talent
 HRM standards
Competency mapping

 Competency is the sum of knowledge, skills, attitudes and


personality of an individual as required to perform current
and future organisational roles.
 Competency mapping is the process of identification,
evaluation of employee's competencies and organisational
requirements and establishing perfect collaboration among
them.
 It includes development and sustainability of competencies
based on the changing organisational requirements.
Advantages of Competency Mapping
 Help to properly utilise and manage HR
 Talent retention
 Enhancement of business needs
 Enhances organisational competitive advantage
 Develop situational leadership skills
 Help to appreciate human capital
Human Resource Matrix Management
 It is developed in order to align the activities and manage
in multiple dimensions horizontally where oganisations
align and optimize business processes and projects that
serve the customer
 Human resource management cannot be performed in
isolation
 HR matrix first considers the priorities of the customers
and expects all functions of all departments to align their
functions around customer needs
Attitudes And Emotions
 Employee with positive attitude see the strengths and
opportunities in every project or issue and act as change
agents
 Employee use ‘Attitude-cum-Emotional Quotient(AEQ) is
used in the employee selection process rather than
intelligence quotient
AEQ= Attitude and Emotional Age*100
Actual age
Employee Referrals
 Organisations started to enquire present employees to
suggest the candidates with positive attitudes, emotional
involvement in the company issues and activities
,emotional stability
 Employee judge the candidates suitability to the job in
terms of attitude and emotions.
RIGHT SIZING OF WORKFORCE
 It refers to employing and maintaining exact number of
employees with required skills ,abilities and knowledge to
perform the existing number of jobs in an organisation.
 Multiskilled and efficient people help in reducing the
number of jobs.
 Company must plan for and practice the right size of
employees
 Competition, information technologies, technological
innovation, mergers and acquisitions are the factors
resulted in right sizing of the employees
MOON LIGHTING BY EMPLOYEES
Taking up another part- time job or business or
industrial unit simultaneously with that of the
original job is known as Moon Lightning by
Employees(double jobbing)
DUAL CAREER GROUPS
 Increase in the number of female employees in all type of
organizations
 Women are ready to take up all types of jobs in different
types of different type of organisations.
 This has resulted in the number of dual career groups.
 Increase in the dual career groups pose a challenge to the
human resource managers in future due to their
consequences.
FLEXI TIME
 Flexi time is a programme that allows flexible entering and leaving
times for employees.
 The time schedule used by the institute is as follows:
(i) 8.30 AM to 10.30 AM constitutes a flexible band during which the
employees may choose the time to being the class work.
(ii)10.30AM to 12.30 PM is core time when all employees must be
present.
(iii)12.30PM to 2.30 PM is flexible time with one hour lunch break
(iv)2.30PM to 3.30 PM is core working hours
(v)3.30PM to 6.30PM is flexible schedule for leaving .Employees
depending upon their class work schedule are free to leave at ant time
during this period.
KNOWLEDGE CREATION PROCESS
Sharing
Developing
Tactic-
Tactic –tactic-
Tactic
cognitive
Development
through further
creation
Creates
Concepts
tactic-explicity
+ New Knowledge

Cross-leveling + Available
Explicit –Tactic
knowledge
Cognition Building Arche
-Explicit Type Explicit-
Explicit
Distribution
Arche Types
Models
THANK YOU

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