Paper presentation on contemporary HR practice

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reva institue of technology and management

This document discusses contemporary human resource management (HRM) practices. It begins by stating that HR is the most important asset for achieving competitive advantage. It then discusses insights into HR, including that attracting and retaining talent is critical in today's dynamic business environment. The document outlines different types of HRM practices like employment security and self-managed teams. It also discusses factors that affect HRM practices, both internal factors like organization structure, and external factors like legislation and globalization. The document claims that effective HRM practices can enhance organizational performance. It provides examples of contemporary practices used by different organizations and concludes that HRM practices should be regularly analyzed and updated based on employee feedback.

Group member
Elizabeth Marcus
Puja Agrawal
Revathi R
Presentation on Contemporary
Human Resource practices

HR Practices
Insight of HR
Introduction
Types of HRM Practices
Factors affecting HRM Practices
HRM Practices & Organization Performance
Different Organization HR Practices
Conclusion

INSIGHTS INTO HR
 HR is the most important asset & it is the source of achieving
competitive advantage
 Dynamic business environment reflects that
attracting, managing, nurturing talent & retaining people is most critical
issue with enormous opportunities spun off by the market
 In the Knowledge economy, corporate houses have to address the core
issues of the HRM like e-recruitment, flexi-timing, employee
engagement
 Today’s global workforce is more mobile than ever before
 As a result we are witnessing a “war for talent” in the marketplace.
 HR plays vital role as a strategic business partner, change
agent, administrative expert & champion of employees in shaping
strategic outcome of organization.

INTRODUCTION
 HR is the source of achieving competitive advantage because
of its capability to convert the other resources
(money, machine, methods and material) in to output
(product/service)
 In order to develop a sound HRM system , the organization
should have effective Human Resource Management practices
 Contemporary HRM has been changed from its traditional
perspectives till nowadays.
 HR can be considered as critical assets if companies do not
invest in them

TYPES HRM PRACTICES
 Employment security
 Selective hiring
 Self-managed teams/team working
 High compensation contingent on organizational
performance
Extensive training
Reduction in status difference
 Sharing information

FACTORS AFFECTING HR
PRACTICES
Economic Changes
Technological
Changes
National culture
Legislation
Competitors
Globaliz
ation
External factors

Continued…
Internal
Factors
Organization
structure
Organization
size
Business
Strategy
Human
Resource
Strategy

HRM PRACTICES AND
ORGANIZATION PERFORMANCE
 HRM practices enhance organizational performance
 HRM practices and which reported a workplace climate that
strongly valued employee participation, empowerment and
accountability tended to be perceived to generally perform
better on a number of valued organizational outcomes
 There are significant connections between HRM practices and
firm performance that the strategic alignment of HRM is also a
driver for firm performance.

SOME OF THE CONTEMPORARY
PRACTICES
 Flexi timings
 Work from home (Telecommuting)
 Performance Management System
 Family Medical Leave Allowances
 E-Recruitment
 540 Degree Performance Appraisal

DIFFERENT ORGANIZATION
HR PRACTICES
SL.NO ORGANISATIONS HRM PRACTICES
1 JK Lakshmi Cement Special Task Force, Young Leaders Forum, and
Periodic Blood Pressure check up camps, Quiz
competitions, Open House Communication meetings
and outbound training programmers.
2 Grasim Industries Limited It has been awarded as the best place to work,
by Hewitt’s and Economic times
3 TATA AIG General Insurance
Co.Ltd.
Friday Movie Mania ,indoor games and
competition annual theme parties like WOW
where the children of the employees can
spend time in their parents place of work, a
rewards and recognition program ,called “The
Success Matrix",

CONCLUSION
 HRM practices should be analyzed from time to time and
it should be updated accordingly
 Line managers should be involved in designing HRM
practices & survey should be conducted among
employees to know their opinion about HRM practices

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Paper presentation on contemporary HR practice

1. Group member Elizabeth Marcus Puja Agrawal Revathi R Presentation on Contemporary Human Resource practices

2. HR Practices Insight of HR Introduction Types of HRM Practices Factors affecting HRM Practices HRM Practices & Organization Performance Different Organization HR Practices Conclusion

3. INSIGHTS INTO HR  HR is the most important asset & it is the source of achieving competitive advantage  Dynamic business environment reflects that attracting, managing, nurturing talent & retaining people is most critical issue with enormous opportunities spun off by the market  In the Knowledge economy, corporate houses have to address the core issues of the HRM like e-recruitment, flexi-timing, employee engagement  Today’s global workforce is more mobile than ever before  As a result we are witnessing a “war for talent” in the marketplace.  HR plays vital role as a strategic business partner, change agent, administrative expert & champion of employees in shaping strategic outcome of organization.

4. INTRODUCTION  HR is the source of achieving competitive advantage because of its capability to convert the other resources (money, machine, methods and material) in to output (product/service)  In order to develop a sound HRM system , the organization should have effective Human Resource Management practices  Contemporary HRM has been changed from its traditional perspectives till nowadays.  HR can be considered as critical assets if companies do not invest in them

5. TYPES HRM PRACTICES  Employment security  Selective hiring  Self-managed teams/team working  High compensation contingent on organizational performance Extensive training Reduction in status difference  Sharing information

6. FACTORS AFFECTING HR PRACTICES Economic Changes Technological Changes National culture Legislation Competitors Globaliz ation External factors

7. Continued… Internal Factors Organization structure Organization size Business Strategy Human Resource Strategy

8. HRM PRACTICES AND ORGANIZATION PERFORMANCE  HRM practices enhance organizational performance  HRM practices and which reported a workplace climate that strongly valued employee participation, empowerment and accountability tended to be perceived to generally perform better on a number of valued organizational outcomes  There are significant connections between HRM practices and firm performance that the strategic alignment of HRM is also a driver for firm performance.

9. Hypothesis Model

10. SOME OF THE CONTEMPORARY PRACTICES  Flexi timings  Work from home (Telecommuting)  Performance Management System  Family Medical Leave Allowances  E-Recruitment  540 Degree Performance Appraisal

11. DIFFERENT ORGANIZATION HR PRACTICES SL.NO ORGANISATIONS HRM PRACTICES 1 JK Lakshmi Cement Special Task Force, Young Leaders Forum, and Periodic Blood Pressure check up camps, Quiz competitions, Open House Communication meetings and outbound training programmers. 2 Grasim Industries Limited It has been awarded as the best place to work, by Hewitt’s and Economic times 3 TATA AIG General Insurance Co.Ltd. Friday Movie Mania ,indoor games and competition annual theme parties like WOW where the children of the employees can spend time in their parents place of work, a rewards and recognition program ,called “The Success Matrix",

12. CONCLUSION  HRM practices should be analyzed from time to time and it should be updated accordingly  Line managers should be involved in designing HRM practices & survey should be conducted among employees to know their opinion about HRM practices

13. ANY QUERIES??????????

Paper presentation on contemporary HR practice

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