2. NEW TRENDS IN HRM
Over the years, highly skilled and knowledge based
jobs are increasing while low skilled jobs are
decreasing. This calls for future skill mapping through
proper HRM initiatives.
Indian organizations are also witnessing a change in
systems, management cultures and philosophy due to
the global alignment of Indian organizations.
3. India hosts an enormous number of Multi-national
companies, joint ventures and foreign-owned
subsidiaries. Similarly, a large number of companies of
Indian-origin are constructing bases all over the world.
The adoption of globalizing and liberalizing policies for
the economy of India was done in 1991.
7. The recent quality management standards ISO 9001
and ISO 9004 of 2000 focus more on people centric
organizations.
Six- sigma uses rigorous analytical tools with leadership
from the top and develops a method for sustainable
improvement.
With the increase of global job mobility, recruiting
competent people is also increasingly becoming difficult,
especially in India.
8. Selection
Training and development
Compensation systems
performance evaluations
9. Skills and abilities
Innovative reward plans
Quality improvement
Decentralize operations
Lay off workers
11. Due to the new trends in HR, in a nutshell the HR
manager should treat people as resources, reward them
equitably, and integrate their aspirations with corporate
goals through suitable HR policies.
13. Succession planning is a process for identifying and
developing internal personnel with the potential to fill
key or critical organizational positions. Succession
planning ensures the availability of experienced and
capable employees that are prepared to assume these
roles as they become available.
Succession planning accelerates the transition of
qualified employees from individual contributors to
managers and leaders
14. Competency Mapping is a process which identifies key
competencies for an organization and/or a job and
incorporating those competencies throughout the
various processes (i.e. job evaluation, training,
recruitment) of the organization.
15. When Multi-national companies decided to outsource
its Human Resources Operations, they had only one
major goal in mind and that is cutting costs. They have
decided to outsource end to end human resource
operations to third party and today it has become the
greatest of revelations.
16. Robbins (1989) defined QWL as "a process by which an
organization responds to employee needs by developing
mechanisms to allow them to share fully in making the
decisions that design their lives at work"
QWL has been well recognized as a multi-dimensional
construct and it may not be universal or eternal. The key
concepts captured and discussed in the existing literature
include
job security,
better reward systems,
higher pay,
opportunity for growth,
participative groups, and
17. Six Sigma is a business management strategy
originally developed by Motorola, USA in 1981.
Six Sigma seeks to improve the quality of process
outputs by identifying and removing the causes of
defects (errors) and minimizing variability in
manufacturing and business processes. It uses a set
of quality management methods, including statistical
methods, and creates a special infrastructure of
people within the organization .
18. Human resource outsourcing
Six sigma
QWL (Quality Of Work Life)
