MM Bagali, PhD, HRM HRD Management Research [Compatibility Mode]

1. hi,
good morning
management research
27 jan 2006 grg
1

2. hr research @ work:
connecting hr research to
the practice
dr mm bagali
assistant professor,
management practices and human resources,
centre incharge, centre for advanced studies in hr,
kles inst.of management studies and research,
sanbag@rediffmail.com
2

3. contribution
mkt group
hr group
40 / 20
30 / 60 percentage
percentage
other group
finance group It/produ/
Entrepreneur
20 / 10 10 / 10
percentage percentage
3

4. outcome
2
case 2
2
Empirical
work
Theory
20
30
50
4

5. level
Organisational Level
National Level
State Level
District Level
20%
10%
60%
10%
5

6. ages hr research
before 1970 not significant
1970’s social security
1980’s welfare/ satisfaction
1990’s law and disputes/ir/tu
2000’s pmir,hrd,qwl
2001+ hr,hrm,shrm
now ?…p e o p l e
next ?
6

7. detailing hr's top concerns in 2005
576 top hr directors at fortune 200 firms,us
skill level of the workforce
managing change
information technology
quality of education
work ethic, values and attitudes
managing diversity
improving productivity
employee communications
mnc / transnational
retention
reward practices
aspirations
7

8. now hr research @ work
employee engagement
empowerment
talent engagement
hpws / hpw practices / hpw policies
retention
competency mapping
p - cmm model development
8

9. cont:
hr strategies for best employer to work
people development strategies
performance management
work-life balance
sexual harassment
talent acquisition
leadership and hr as ceo
9

10. cont:
career management and mapping
hr as a profession
balanced scorecard
incentive systems
cultural diversity
hr issues in merger and acquisitions
esop
fun and joy at workplace
10

11. xlri
1997-2005
leadership 05
sexual harassment at workplace 02
empowerment and HPWS 03
industrial relations 04
values and ethics 04
management and labour studies
11

12. mit - sloan
1997-2005
leadership Issues 02
competency 03
empowerment 02
shrm 04
sim management review
12

13. harvard business review
2005
leadership 05
change management 02
empowerment 02
shrm 01
decision making 02 ♣
♣ jan, 2006 entire issue on decision making
13

14. is hr research taken seriously
theory, theory, and theory
mnc / transnational / global
data validity and reliability
policy implications
too long time
reponses are not standard
macro level
hr return… roi
branding hr research
14

15. hr research as value creator
they should practice / implement it
annual general meetings
board meetings
restructure …. vision / mission / objective
patent
model development / proposal
go back and see what's happening
15

16. cont:
talk at the world conferences
have own web-site and post the results
network with professional organisations
nhrd; nipm; istd; hr in india; global hr group
collaborations
referred journals publish
cd prepare / case / sponsor to publish
centre for excellence in hr
16

17. hr gurus
wayne brockbank,
university of michigan, ross school of business
make hr a player in organizations, not a dumping ground for resumes
and exit interviews
rosabeth moss kanter,
harvard business school, graduate school of business administration
successful leaders at the top of their professions can apply their skills
not only to managing their own enterprises but also to helping solve
the most challenging national and global problems
17

18. hr conference 2006
11th World HR Congress Singapore
2006, 29 may - 01 june, 2006
www.hrcongress2006.com
International HR Confluence 2006 , IIS’c
Bangalore from February 15- 18, 2006
www.hrconference2006.com
18

19. vision of hr research-ers
hr research
should change from a
support paradigm
to a
value creation paradigm
19

20. and, in the end
thank you,
grg school of management,
dr n yesodha devi, ms shripria,v, and excellent team,
and all the delegates
20