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CHANGING ROLE OF HRM AS STRATEGIC BUSINESS PARTNER IN GLOBALIZATION

PRESENTED BYSHIVANI SINGH PRITI RANI APARNA SINGH TUSHAR CHAUDHARY VAIBHAV ARYA VINAYAK A DRAVE VIPUL GAUTAM

INTRODUCTION
New products in the market everyday. Purchasing power . Attractive sales promotion schemes as advertising. Competition strategies. Attrition is the major issue. Different Generations of Employees : 1950 1970 : Loyal to their employers and prepared to work

their way to the top. 1971 1980 : Looks for the shortcuts to be at the top. 1980 1990 : Fickle , adaptable , flexible and confident.

ROLE OF HRM IN EARLY AGE


Getting the right person in the right job at the right

time and place them at right places. Dealing with salaries, datas, recruitment etc. Nothing to do with strategic plan for business. Perform only defined role in an organization.

Problems in the Generations Are


Massive demographic shift. o Traditional values of boomers causes conflict. o High cost for recruiting , training and then replacing.

ISSUES OF COMPANIES
Attrition

Retaining Talent
Increased Cost Dealing with the different Generation

Importance of Managing and Retaining talents:


Some surveys conducted are: Achilles group study Authoria survey Ernst & Young survey SHL survey CEB , Washington D.C.survey

Designing a strategy for Managing and Retaining talents :


Two factors for managing and retaining talents : 1) Developing retention strategy is : To quantify and measure turnover rates for the entire organisation. To analyze the competition. To select and develop leadership talent.
Factors responsible for retaining employees are : Intellectual capital Integrity Trust and accomplishment Responsibility Clarity and understanding Articulating and implementing

2)

Work life Balance : It is priortizing between carrer and ambition on one hand , compared with pleasure , leisure , family and spiritual development on other . It is meaningful achievement and enjoyment in everyday life.

Different Scenario of Work Life Balance :


World Scenario : More focused on working mothers changes to internal workplace policies, procedures and benefits which changes to employee assistance programs (EAPs), flexitime , home based work etc. 2) Indian Scenario : We want it all generation , increase the retention, commitment and productivity of the people who are asset and mangers as new tool for more positive view of the organisation. 3) Todays Scenario : Employee recruitment , benefits and total rewards programmes, job design,approaches to career advancement and leadership development, employee relocation and travel policies,leave taking , csr and changing corporate culture etc.
1)

Different Perspective :
The health and wellness . The talent management. The employee relations. The citizenship. The cultural change.

Assumptions:
Work Life Balance is no more a private issue. Work Life Balance is more than a parenting issue. Work Life Balance is no more a womens issue. Work Life Balance is experienced in all stages in life. Work and Life is equal partnership. Work and Life are not separate domains An integrated approach to technology.

Conclusion:
Corporate culture as a major issue for gloabal economy. A positive work environment. Future and Vision shared by the leader. Motivation and performance. Creativity and sustainability. Managing diverse culture.

Prepared by
Nida Zaidi A -26 Shaily Saini A- 45 Divya Deo A - 15 Shailendra Pratap Singh A-44 Neha Pavan A 25 Arbaz Akram A - 08

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