Presentation Made By:

Saumya
Prakhar
Anil Yadav
Duugi

Contemporary Issues in HRM

Human resource managers face a myriad challenges with
todays workforce.
There are issues concerning the diverse workforce, legislation
affecting the workplace and technology matters that rise to
the top of the list of challenges.
Major Contemporary issues in HRM are:

International Human Resource

Management (IHRM)
International Human Resource Management
is the process of procuring, allocating and
effectively utilising human resources in an
international business.

Models of IHRM

Characteristics of IHRM
More HR activities
Need for a broader perspective
More involvement in employee
personal lives
Equal treatment to
different nationalities

Basic Steps in IHRM

Reasons for Growing Interest in

IHRM

Strategic Human Resource

Management (SHRM)
Strategic human resource management

Formulating and executing HR systems that produce the employee

competencies and behaviors the company needs to achieve its
strategic aims

Taking a strategic HRM approach means:

Making human resources management a top priority

Integrating HRM with the companys strategy, mission, and goals

HRM can make significant contributions if included

in the strategic planning process from the outset.

The strategic management process helps determine:

What must be done to achieve priority objectives
How they will be achieved

SHRM: A Key to Success

Three levels of strategy apply to HRM activities:

The HRM activities involved are:

SHRM: A Key to Success

Strategic HRM planning leads to:

Growth
Profits
Survival

Planning also:
Expands

awareness of possibilities
Identifies strengths and weaknesses
Reveals opportunities
Points to the need to evaluate the impact of internal
and external forces

Traditional HRM v.s. SHRM

Point of distinction

Traditional HR

Strategic HR

Focus

Employee Relations

Partnerships with internal and

external customers

Role of HR

Transactional change
follower and
respondent

Transformational change
leader and initiator.

Initiatives

Slow, reactive,
fragmented

Fast, proactive and integrated

Time horizon

Short-term

Short, medium and long (as

required)

Control

Bureaucratic-roles,
policies, procedures

Organic-flexible, whatever is
necessary to succeed

Job design

Tight division of labor;

independence,
specialization

Broad, flexible, cross-training

teams

Key investments
Accountability
Responsibility for HR

Capital, products
Cost centre
Staff specialists

People, knowledge
Investment centre
Line managers

Shifts in HR management in India

Emerging HR practice

Traditional HR practice
Administrative role
Reactive
Separate, isolated from

Strategic role

Proactive

Key part of organizational

mission

company mission
Production focus
Functional organization
Individuals encouraged,

Service focus

Process-based organization

Cross-functional teams,
teamwork most important

singled out for praise, rewards

People as expenses

People as key
investments/assets

Human Resource Management

13

Strategic Management Process

HR Role in Strategic Management

In strategy formulation
HR manager supplies competitive intelligence
that is useful
In strategy implementation
Encouraging proactive behavior
Explicit communication goals
Stimulate critical thinking
Productivity
Quality and Service
Proficient strategic management

Types of Strategies

HR PRACTICES LINKED WITH

COMPETITIVE STRATEGY

The Matching Model

The Control Based Models

The Resource based Model

The Integrative Model

Green Human Resource

Management (GHRM)
Green HR is one which involves two
essential elements: environmentally friendly
HR practices and the preservation of
knowledge capital.Green HR involves
reducing your carbon footprint via less
printing of paper, video conferencing and
interviews, etc.

The kinds of action taken within green HRM

initiatives include educating employees about
climate change and other environmental issues,
training in working methods that reduce the use
of energy and other resources, promoting and
incentivizing more sustainable means of travel
to work (e.g. car sharing, cycling, public
transport), and auditing employee benefits to
eliminate those that are environmentally
damaging (e.g. unnecessary provision of a high
powered company car)

Essential Green HR
Activities

Impact of Green HRM

Gaining perception, reputation and good will.
Economically useful, hence direct impact on
profit and enhances the return on
investments.
Better Power Utility
Better Utilization of Resources
Cost Effective
Smarter Performance translated into
Cheaper Products.

During the past 2 decades, a worldwide consensus

has begun to emerge around the need for proactive environmental management.in Response ,
scholars from management systems as diverse as
accounting , marketing and Supply-chain
Management have been analyzing how managerial
practices in these areas can contribute to
environmental management Goals.

Companies who Have adopted

GREEN HRM