Hi there,
I wanted to know what new concepts are emerging in HR now. These are the new concepts being practiced in organizations, such as competency mapping. I am interested in learning about the latest concepts being followed in companies. Kindly share your views.
Thank you.
From India, Mumbai
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1I wanted to know what new concepts are emerging in HR now. These are the new concepts being practiced in organizations, such as competency mapping. I am interested in learning about the latest concepts being followed in companies. Kindly share your views.
Thank you.
From India, Mumbai
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Hi there,
18 people are viewing but not a single reply. Please post your replies with whatever new concepts you know are being practiced latest in organizations. This will help update the knowledge of organizational practices.
Regards,
Reena
From India, Mumbai
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18 people are viewing but not a single reply. Please post your replies with whatever new concepts you know are being practiced latest in organizations. This will help update the knowledge of organizational practices.
Regards,
Reena
From India, Mumbai
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Hi all,
Please reply. I need to know the current trends in HR because most of the time when I face any interview, I am asked this question. It is very necessary for me to be aware of the new trends in HR. So please reply.
Thank you.
From India, Mumbai
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Please reply. I need to know the current trends in HR because most of the time when I face any interview, I am asked this question. It is very necessary for me to be aware of the new trends in HR. So please reply.
Thank you.
From India, Mumbai
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Hi,
I believe this will give you a brief idea... go through it.
NEW TRENDS IN HR
Human resource management is a process of bringing people and organizations together so that the goals of each other are met. The role of an HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Personnel directors are the new corporate heroes. The name of the game today in business is personnel. Nowadays, it is not possible to show a good financial or operating report unless your personnel relations are in order.
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. There is a need for multi-skill development. The role of HRM is becoming all the more important.
Some of the recent trends that are being observed are as follows:
The recent quality management standards ISO 9001 and ISO 9004 of 2000 focus more on people-centric organizations. Organizations now need to prepare themselves to address people-centered issues with commitment from the top management, with a renewed thrust on HR issues, more particularly on training.
Charles Handy also advocated future organizational models like Shamrock, Federal, and Triple I. Such organizational models also refocus on people-centric issues and call for redefining the future role of HR professionals.
To leapfrog ahead of the competition in this world of uncertainty, organizations have introduced Six Sigma practices. Six Sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices improve organizational values and help in creating defect-free products or services at a minimum cost.
Human resource outsourcing is a new accession that makes a traditional HR department redundant in an organization. Exult, the international pioneer in HR BPO, has already roped in Bank of America, international players BP Amoco, and over the years plans to spread their business to most of the Fortune 500 companies.
With the increase of global job mobility, recruiting competent people is also increasingly becoming difficult, especially in India. Therefore, by creating an enabling culture, organizations are also required to work out a retention strategy for the existing skilled manpower.
NEW TRENDS IN INTERNATIONAL HRM
International HRM places greater emphasis on a number of responsibilities and functions such as relocation, orientation, and translation services to help employees adapt to a new and different environment outside their own country.
Selection of employees requires careful evaluation of the personal characteristics of the candidate and his/her spouse.
Training and development extend beyond information and orientation training to include sensitivity training and field experiences that will enable the manager to understand cultural differences better. Managers need to be protected from career development risks, re-entry problems, and culture shock.
To balance the pros and cons of home country and host country evaluations, performance evaluations should combine the two sources of appraisal information.
Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions.
In many European countries - Germany for one, law establishes representation. Organizations typically negotiate the agreement with the unions at a national level. In Europe, it is more likely for salaried employees and managers to be unionized.
HR Managers should do the following things to ensure success:
- Use workforce skills and abilities in order to exploit environmental opportunities and neutralize threats.
- Employ innovative reward plans that recognize employee contributions and grant enhancements.
- Indulge in continuous quality improvement through TQM and HR contributions like training, development, counseling, etc.
- Utilize people with distinctive capabilities to create unsurpassed competence in an area, e.g., Xerox in photocopiers, 3M in adhesives, Telco in trucks, etc.
- Decentralize operations and rely on self-managed teams to deliver goods in difficult times, e.g., Motorola is famous for short product development cycles. It has quickly commercialized ideas from its research labs.
- Lay off workers in a smooth way by explaining facts to unions, workers, and other affected groups, e.g., IBM, Kodak, Xerox, etc.
HR Managers today are focusing attention on the following:
a) Policies - HR policies based on trust, openness, equity, and consensus.
b) Motivation - Create conditions in which people are willing to work with zeal, initiative, and enthusiasm; make people feel like winners.
c) Relations - Fair treatment of people and prompt redress of grievances would pave the way for healthy workplace relations.
d) Change agent - Prepare workers to accept technological changes by clarifying doubts.
e) Quality Consciousness - Commitment to quality in all aspects of personnel administration will ensure success.
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.
Suniti
From India, Chandigarh
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I believe this will give you a brief idea... go through it.
NEW TRENDS IN HR
Human resource management is a process of bringing people and organizations together so that the goals of each other are met. The role of an HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Personnel directors are the new corporate heroes. The name of the game today in business is personnel. Nowadays, it is not possible to show a good financial or operating report unless your personnel relations are in order.
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. There is a need for multi-skill development. The role of HRM is becoming all the more important.
Some of the recent trends that are being observed are as follows:
The recent quality management standards ISO 9001 and ISO 9004 of 2000 focus more on people-centric organizations. Organizations now need to prepare themselves to address people-centered issues with commitment from the top management, with a renewed thrust on HR issues, more particularly on training.
Charles Handy also advocated future organizational models like Shamrock, Federal, and Triple I. Such organizational models also refocus on people-centric issues and call for redefining the future role of HR professionals.
To leapfrog ahead of the competition in this world of uncertainty, organizations have introduced Six Sigma practices. Six Sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices improve organizational values and help in creating defect-free products or services at a minimum cost.
Human resource outsourcing is a new accession that makes a traditional HR department redundant in an organization. Exult, the international pioneer in HR BPO, has already roped in Bank of America, international players BP Amoco, and over the years plans to spread their business to most of the Fortune 500 companies.
With the increase of global job mobility, recruiting competent people is also increasingly becoming difficult, especially in India. Therefore, by creating an enabling culture, organizations are also required to work out a retention strategy for the existing skilled manpower.
NEW TRENDS IN INTERNATIONAL HRM
International HRM places greater emphasis on a number of responsibilities and functions such as relocation, orientation, and translation services to help employees adapt to a new and different environment outside their own country.
Selection of employees requires careful evaluation of the personal characteristics of the candidate and his/her spouse.
Training and development extend beyond information and orientation training to include sensitivity training and field experiences that will enable the manager to understand cultural differences better. Managers need to be protected from career development risks, re-entry problems, and culture shock.
To balance the pros and cons of home country and host country evaluations, performance evaluations should combine the two sources of appraisal information.
Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions.
In many European countries - Germany for one, law establishes representation. Organizations typically negotiate the agreement with the unions at a national level. In Europe, it is more likely for salaried employees and managers to be unionized.
HR Managers should do the following things to ensure success:
- Use workforce skills and abilities in order to exploit environmental opportunities and neutralize threats.
- Employ innovative reward plans that recognize employee contributions and grant enhancements.
- Indulge in continuous quality improvement through TQM and HR contributions like training, development, counseling, etc.
- Utilize people with distinctive capabilities to create unsurpassed competence in an area, e.g., Xerox in photocopiers, 3M in adhesives, Telco in trucks, etc.
- Decentralize operations and rely on self-managed teams to deliver goods in difficult times, e.g., Motorola is famous for short product development cycles. It has quickly commercialized ideas from its research labs.
- Lay off workers in a smooth way by explaining facts to unions, workers, and other affected groups, e.g., IBM, Kodak, Xerox, etc.
HR Managers today are focusing attention on the following:
a) Policies - HR policies based on trust, openness, equity, and consensus.
b) Motivation - Create conditions in which people are willing to work with zeal, initiative, and enthusiasm; make people feel like winners.
c) Relations - Fair treatment of people and prompt redress of grievances would pave the way for healthy workplace relations.
d) Change agent - Prepare workers to accept technological changes by clarifying doubts.
e) Quality Consciousness - Commitment to quality in all aspects of personnel administration will ensure success.
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.
Suniti
From India, Chandigarh
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Hi,
A couple of concepts that I have come across in HR, especially in India, are:
a) Outplacement - Helping a laid-off employee get another job with the help of a consultancy.
b) Recruitment Process Outsourcing (RPO) - Similar to other outsourcing practices, RPO covers everything from selecting a candidate to the exit of that employee.
Thanks,
Shweta :icon1:
From India, Pune
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A couple of concepts that I have come across in HR, especially in India, are:
a) Outplacement - Helping a laid-off employee get another job with the help of a consultancy.
b) Recruitment Process Outsourcing (RPO) - Similar to other outsourcing practices, RPO covers everything from selecting a candidate to the exit of that employee.
Thanks,
Shweta :icon1:
From India, Pune
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HR is a concept-selling field in India rather than involving scientific practices. I have come across various performance appraisal systems like 180-degree, 720-degree, and 540-degree, which do not exist in Western Management literature, not even in the Howard School. However, Indians seem to be practicing these methods, and I am unsure of where they originated these ridiculous ideas.
Funny HR,
Rashid
From Saudi Arabia
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Funny HR,
Rashid
From Saudi Arabia
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Kindly look at these sites:
- [link outdated-removed] (Search On Cite | Search On Google) HR trends 2008
- [link outdated-removed] (Search On Cite | Search On Google) trends in human resource management
Regards,
Shijit
From India, Kochi
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- [link outdated-removed] (Search On Cite | Search On Google) HR trends 2008
- [link outdated-removed] (Search On Cite | Search On Google) trends in human resource management
Regards,
Shijit
From India, Kochi
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Dear Friends,
OPEN YOUR EYES and LIBERATE YOUR MIND
All HR concepts in India are nothing but storytelling, myth-spreading, and confusing the HR fraternity has become a modern management art to project as a new invention.
This is all that we have witnessed in the last two decades in India. Most concepts do not yield any quantitative or tangible results to statistically prove that financial or business results are achieved due to certain HR concept practices. Moreover, BSC and HR Scorecard kind of models are not HR tools but Business Intelligence Software-driven tools to monitor the overall business progress and direction as dashboard concepts which were hijacked as HR domain, where HR has no connection to BSC because it only serves the Corporate agenda.
What is meant by HR concepts are those addressing issues of HR to improve the business results, and this 90% clerical nature of HR Metrics, Competency Mapping, MBTI, Psychometric Test kind of time-wasting elements become HR liability and ultimately, HR becomes a business liability.
Mutlaq Abraham
From Saudi Arabia
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OPEN YOUR EYES and LIBERATE YOUR MIND
All HR concepts in India are nothing but storytelling, myth-spreading, and confusing the HR fraternity has become a modern management art to project as a new invention.
This is all that we have witnessed in the last two decades in India. Most concepts do not yield any quantitative or tangible results to statistically prove that financial or business results are achieved due to certain HR concept practices. Moreover, BSC and HR Scorecard kind of models are not HR tools but Business Intelligence Software-driven tools to monitor the overall business progress and direction as dashboard concepts which were hijacked as HR domain, where HR has no connection to BSC because it only serves the Corporate agenda.
What is meant by HR concepts are those addressing issues of HR to improve the business results, and this 90% clerical nature of HR Metrics, Competency Mapping, MBTI, Psychometric Test kind of time-wasting elements become HR liability and ultimately, HR becomes a business liability.
Mutlaq Abraham
From Saudi Arabia
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Hi, Suniti I read Your posted comment of New Trend in HR. I gave brief ideas. Regads, Shila
From India, Ahmadabad
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From India, Ahmadabad
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Dear Rashid,
Oh! My dear Rashid! It is very hard to believe that a 720-degree and a 540-degree Performance Appraisal system also exist! Could you please let me know how this is possible and where you obtained this information?
Serious HR
Pankaj Chandan
---
HR is a concept selling field in India rather than a scientific practice. I have come across terms like 180-degree, 720-degree, and 540-degree performance appraisal systems, which do not seem to be present in the literature of Western Management or even at Howard School. It is intriguing how Indians have adopted these ideas that seem ridiculous.
Funny HR
Rashid
From India, New delhi
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Oh! My dear Rashid! It is very hard to believe that a 720-degree and a 540-degree Performance Appraisal system also exist! Could you please let me know how this is possible and where you obtained this information?
Serious HR
Pankaj Chandan
---
HR is a concept selling field in India rather than a scientific practice. I have come across terms like 180-degree, 720-degree, and 540-degree performance appraisal systems, which do not seem to be present in the literature of Western Management or even at Howard School. It is intriguing how Indians have adopted these ideas that seem ridiculous.
Funny HR
Rashid
From India, New delhi
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Performance-app raisal-senthiln athan.hr@gmail. com.zip
Latest Trends in - HR.pptx
HR Trends - Global HR practices.doc