Professional Documents
Culture Documents
SeparationGrievance Handling Recruitment Payroll Employee Welfare Social System Performance Management Responsibility Recognition Corporate Rewards and Training Engagement Activit
Communicatio n
Recruitment Overview
Name Badges, Lockers ESIC /PF/Gratuity forms Application Medical Induction Joining Pre Joining blank/Documents Verification Bank Accounts
Joining
Joining
Employee Welfare
Decease Bonus,Gratuity
boards,emails,memos
Town Hall Meetings
All formats of communication (Policies, staff
guidelines,processes,disciplinary actions).
Birthday Bash Weekly Activity Initiatives meetings Competitions Shows Group Prayer Cafeteria Adoption Talent Special Days
Training And Recruitment Of differently abled Support nutrition HygieneOf Raw Skill Training Low Cost Cooking and to Artisans and Karigars people. Purchase
Grievance Recording
Drop Boxes Single Window Hotline
Format
Grievance Redressal Form submitted to HR by department Heads
Immediate Supervisor
Separation
Resignation Retirement
Resignation-Notice Period
Exit Interview
CH-1 The Strategic Role of Human Resource Management Shifts towards Strategic HRM
Traditional HR practice
Emerging HR practice
mission
Production focus Functional organisation Individuals encouraged, singled out for praise, rewards People as expenses
Strategic role
Proactive Key part of organisational mission Service focus
Process-based organisation
Cross-functional teams, teamwork most important People as key investments/assets
1 11
Human resource
V S P Rao
Excel Books
HRM Goals
Staffing Motivation & Retention
External Influences
Labor
Unions
Globalization
external environments/industry
Resistance to change v/s the pressures to become
similar
Globalization
Organizations gain power over each other by controlling
valued resources.
Labor Unions
Settlement of labor laws and terms
Government Legislation
1 1 4
HRM in India
In the 1970s and 1980s typical HRM functions in organization included: Personnel and administration Industrial relations Labor welfare
Up to the mid-80s human resource management in Indian organizations grew through various phases under the influence of the following factors: A philanthropic viewpoint about doing good for workers
Government policies
Trade unions Emerging trends/concepts in management
Product Differentiation Deliver products and services that is similar to competitors but incorporates features
Emphasize innovation and creativity. Customers have multiple choices. Design the most attractive features.
Design: Compensation programs to reward creativity, innovation. Train :Employees about product or service differentiating
Use strong research in employing candidates having strong understanding of target markets.
HR Objective
1. Strategic Competencies: understand what competencies needed, available, and plan to close the gap.
3. Culture: internalize a shared vision, aligned with strategy. 4. Alignment: personal goals linked to org. goals
Social Responsibility (CSR):The responsibility of the firm to act in the best interests of the people and communities affected by its activities Training
responsibilities extend beyond the physical execution of work to include planning, decision making, and problem solving
Thank you!