Context of Human Resource Management (HRM) Challenges on HRM

2. The Policies and Practices involved in carrying out the “people”
or human resource aspects of management position, including
Recruiting, Screening, Training, Rewarding, and Appraising.

3. How is HRM
DEVELOPED ?

4. Rise
Evolution of HRM

6. Organizational Context
Business Context
Legal Context
Economic Context
Political Context
Social Context
Technological Context
Strategic Context

7. Globalization has affected all aspects of the model. A
contested concept, globalization has been analysed as an
economic, political and social phenomenon.
The essence of the employment relationship begins with
people interacting with work organizations through
labour markets (cost reduction by hiring qualified candidate)

8. It’s emphasized that the political context is the most complex
and most difficult to analyze.
To cushion the effects of economic restructuring there have
been growing demands for changing the employment
relationship including, regulating trade union organization and
activities, employment standards, and pay equity.

9. Owing to demographic trends, firms are under increasing
pressure to accommodate a more diverse workforce.
Demographic projections can help decision-making in areas of
recruitment and selection, training, and rewards management.
Culture has a ‘collectivizing effect’. It influences whether
people seek employment and how employees respond to HR
practices.
Changing cultural values have an impact on the HRM function

10. Microprocessor-based technology and innovations in
communications, such as the Internet have affected product
and labour markets, and organizational design.
As this Guide was being prepared Apple launched its latest
communication device, the iPhone. How will this device
influence communications within organizations?
Team working to be a central component of high-performance
work practices.

11. Every Activities should have legality (contract, obeying
organizational norms … )
Understanding and complying with HR law is important for
three reasons.
It helps the company to do the right thing, to realize the
limitations of the HR and legal departments, and it limits
potential liability.

12. So, Human Resource
Management is a need
for the today’s context.

13. Why HRM is Needed ?
To increase the work efficiency
To maintain the relationship between
organizations and employees
To Stand on Competition and for OD
To exists in this competitive business world

14. If so than, what do
Organization do
for their HRM ?

15. - Selection of right people for right task.
- Efficient and effective planning.
- Well organizing and controlling the
organizational plans and HR activities.

16. But, during the period
and because of these
activities HRD faces
lots of difficulties and
obstacles …

17. Difficulty to identify the right candidates (talent,
skills, attitude, behavior and personality …)
Difficulty to exists in competition
Difficulty to adopt change
Difficulty to make employees completely satisfied …

18. Than what are
the challenges
on HRM ??

19. Challenges on HRM
GLOBALIZATION
Changing workforce
dynamics
Managing Diversity
Attitude towards
UNIONS
HR Trends
Balancing Work Life
With the increase in competition,
locally or globally, organizations
must become more adaptable,
resilient, agile, and customer-
focused to succeed.
And within this change in
environment, the HR professional
has to evolve to become a
strategic partner, an employee
sponsor or advocate, and a change
mentor within the organization.

20. Challenges on HRM
GLOBALIZATION
Changing workforce
dynamics
Managing Diversity
Attitude towards
UNIONS
HR Trends
Balancing Work Life
The globalization influences the
jobs that are available and
requires that organizations
balance a complicated set of
issues related to managing people
in different geographies, cultures,
legal environments, and business
conditions.
HR functions such as staffing,
training, compensation, and the
like have to be adjusted to take
into account the differences in
global management.

21. Challenges on HRM
GLOBALIZATION
Changing workforce
dynamics
Managing Diversity
Attitude towards
UNIONS
HR Trends
Balancing Work Life
As we enter the 21st century,
workforce diversity has become an
essential business concern.
In the so-called information age,
the greatest assets of most
companies are now on two feet
(or a set of wheels). Undeniably,
there is a talent war raging.
And no company can afford to
unnecessarily restrict its ability to
attract and retain the very best
employees available.

22. Challenges on HRM
GLOBALIZATION
Changing workforce
dynamics
Managing Diversity
Attitude towards
UNIONS
HR Trends
Balancing Work Life
Diversity is a potential
performance barrier.
(if we think in positive, then :
Diversity is a value added
activity)
There may be problem to
retain Employees…
Because of the perception of
the diverse employees values
and norms

23. Challenges on HRM
GLOBALIZATION
Changing workforce
dynamics
Managing Diversity
Attitude towards
UNIONS
HR Trends
Balancing Work Life
Union Influence
Role of UNIONS
Union Activities

24. Challenges on HRM
GLOBALIZATION
Changing workforce
dynamics
Managing Diversity
Attitude towards
UNIONS
HR Trends
Balancing Work Life
Moving Business Towards
globalization (going global)
- Increase in Competition
- Diversified work-force
Technological Innovation and
Change
Challenges on International
Human Resource Management
Q : - what are the other HR trends that
are the challenges of HRM ?

25. Challenges on HRM
GLOBALIZATION
Changing workforce
dynamics
Managing Diversity
Attitude towards
UNIONS
HR Trends
Balancing Work Life
Employees have the
responsibility for their parents
and for the organization (how
they balance?)
Managing work life and
personal life of employees is
challenging task for the HRD
Challenge on time
management (flexibility)

26. Other Challenges
The Management of Workplace Diversity
Challenges of managing change
Challenges of developing human capital
Challenge of containing costs
Demographic Challenges
Perception of employees
Employees Engagement
Challenges for Compensation and Benefits
Challenges on Talent Retention and Development

27. Conclusion
The role of the HR manager must parallel the
needs of the changing organization.
Successful organizations are becoming more
adaptable, resilient, quick to change directions, and
customer-centered.
So every organization should have to face and
solve the challenges for the sustainable
development of the organization

28. Thank You !