New Trends in Human Resources

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Human resource management is a process of bringing people and organizations together so that the goals of each other are met. The role of 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. 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 in order to address people centered issues with commitment from the top management, with renewed thrust on HR issues, more particularly on training. •Charles Handy also advocated future organizational models like Shamrock, (Shamrock organizations have an organizational structure with three distinct parts. The first part, or leaf, represents the core staff of the organization. They are likely to be highly trained professionals who form the senior management. The second leaf consists of the contractual fringe and may include individuals who once worked for the organization but now supply services to it. These individuals operate within broad guidelines set down by the organization but have a high degree of flexibility and discretionary powers. The third leaf describes the consultancy (professional/high-tech). These workers are sufficiently close enough to the organization to feel a degree of commitment to it, ensuring they maintain a high standard of work), Federal (a form of organization structure, identified by Charles Handy, in which subsidiaries federate to gain benefits of scale. In a federal organization, the leader provides coordination and vision, and initiatives are generated from the component subsidiary organizations. Federal organization is one of the many ways in which organizations restructure in order to deal with the dilemmas of power and control. According to Handy, federal organization offers an enabling framework for autonomy to release corporate energy for people to do things in their own way, provided that it is in the common interest, and for people to be well informed so as to be able to interpret that common interest. Handy cites Royal Dutch Shell, Unilever, and ABB as exemplars of federalism) and Triple I (a type of corporate culture identified by Charles Handy in which the focus is on three areas: Information, Intelligence, and Ideas. The triple I organization recognizes the value of information and learning. It minimizes the distinction between managers and workers, concentrating instead on people and the need to pursue learning, including personal, lifelong learning, and organizational learning, in order to keep up with the pace of change.) •. Such organizational models also refocus on people centric issues and call for redefining the future role of HR professionals. •To leapfrog ahead of 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 helps in creating defect free product or services at 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...
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