Challenges of HRM

Challenges of hrm

1. SUBJECT - HRM DEPARTMENT OF MBA PRESENTED BY SUDIPTA KUMAR PATRA ROLL NO 16 SUBMITTED TO MR ZAHIR HUSSAIN CHALLENGES OF HRM MPC AUTONOMOUS COLLEGE BARIPADA

2. INTRODUCTION CHALLENGES CONCLUSION CONTENTS

3. HRM HRM is the process of optimum utilization of available resources such as man ,material ,machine ,money to achieve organizational goals or objectives. HRM is the process of acquiring ,training ,apprising ,compensating employees and attending to their labour relation ,health ,safety and fairness concern .

4. CHALLENGES OF HRM Challenges of HRM are important function of any organization. It is the practice of managing people to achieve better performance. These challenges are not related to the single dimension rather than they are directed towards multi dimensional issues that should be tackle with immediate care.

5. CHALLENGES Down sizing plan Voluntary retirement scheme(VRS) Work force diversity Technological changes Work life balance Managing change Work culture Ethics and values Managing low attrition rate Stress and conflict Restructuring organization G lobalization

6. 1.DOWN SIZING PLAN It means reducing the no. of employees in an organization. when there surplus staff then trimming will be essential.

7. 2.VOLUNTARY RETIREMENT SCHEME(VRS) It is known as golden handshake. under the VRS the employee who had reached a particular age and completed some particular year of service seeks for VRS.

8. 3.WORK FORCE DIVERSITY It means the employees in an organization are different from each other with respect to age, gender , qualification , values, and cultural variation. Diversity issues in Indian company are coming from social background, cultural background , religion and regional origins.

9. 4.TECHNOLOGICAL CHANGES Technological changes is a major problem for HRM. Recent innovation in the form of Total quality management(TQM), engineering and flexible manufacturing system.

10. 5.WORK LIFE BALANCE WLB refers to an individual ability to balance the commitment and responsibilities and goals relating to their paid work, with personal commitment , responsibilities and desires.

11. 6.MANAGING CHANGE As the organization are going global this is one problem faced by many organizations of managing change in the organization and how to make people acquainted with the change. This can be change in the company policy and procedures, their mission , goals and objectives etc.

12. 7.WORK CULTURE Due to acquisition and mergers taking place it becomes important for HR manager to develop the work culture. Culture is a complicated phenomena. Different countries have different culture.

13. 8.ETHICS AND VALUES In the times when we are getting more professional and narcissist, it is very important to have Ethics and Values to be in place which also in the long run decides the sustainability of the organization.

14. 9.MANAGING LOW ATTRITION RATE More competition also adds to high attrition. now here is the opportunity for the HR manager to play safe and introduce good retention strategies. Need to make sure that the turn over of the employees are at minimum.

15. 10.STRESS AND CONFLICT Long working hours, target pressures ,high competition etc. adds stress and conflicts in the organization. It is the duty of an HR manager to have proper responses to the stress and conflict before it causes damage to someone’s personality.

16. 11.RESTRUCTURING ORGANISATON As the trend is changing so the organization structure. The organization are getting more flatter and simple. Over past year , there is a huge change in political, economical, social and technological environment of business.

17. 12.GLOBALISATION Companies are going global due to which the workforce diversity is increasing. Managing these people with different religious ,culture, moral background is a challenging task for the HR manager in 21 st Century.

18. Effectiveness can be increased by systematically melding human resource practices with selected competitive strategy. The success or failure of a firm is entirely based on proper human resource management. CONCLUSION