HRM question answers in ppt form.

1. 1. “People” can take a company
to commanding heights :-
•Human Resource is the best asset not only to an
orgn’n but also for a country.
•Like China having a pop’n of 1.36 billion , which is
world’s largest population , is a better developed
country than India .
•The reason being : it uses its "people" as a
Resource who can benefit the country .
•Making the largest pop’n their strength and not a
nation wide problem !

2. Contd…
•A country having abundance of physical resources
is nothing if it does not uses its Human Resources.
•After all no matter how much work a machine
does , Men will always be required.
•It is never that an org’n is fully Capital Intensive ,
the ratio of Men and Machine may vary , but
Machines can’t do all the work , either to make it
work or for repair and maintenance , Men , from
the seven M’s of the org’n , are first and foremost
and always required.

3. Contd…
•It’s a company that acts like a force. Its not a
‘One-man-army’ its always a joint effort . It is a
battalion of forces.
•A company in the stage of incorporation is never
a renowned company , it’s the continuous efforts ,
dedication , knowledge , innovation , initiative and
contribution of “people” that make it ‘renowned’
and ‘listed’ as well !
•For a company to be placed into ‘Fortune 500’ or
to become a ‘Maharatna’ or ‘Navratna’ , …..

4. Contd…
The journey always starts from square one , which
takes a lot of combined effort of the “people”
working in the right direction , for a common goal.
•A goal that is personal as well as an org’nl goal.
•From Tata’s to Birla’s , from Ambani’s to Adnani’s
, it’s the “people” who have succeeded in the
names of companies . Their talents , visions and
innovations are hidden behind the name plates of
their organizations / brands.

5. Contd…
•The word Management itself says – Manage-
Men-Tactfully – Which means managing and
extracting the best out of them is what is required.
•Here not only the management needs to work
efficiently but the “people” in an org’n need to
work in the same direction too.
•“Coordination of Activities is what is expected
and that can happen when “people” work
‘Individually’ yet ‘Together’ and take the company
to newer heights.

6. Contd…
•The joint efforts of “people” i.e. from laborers to
skilled developers , dedicated towards their goal ,
with the urge to change history everyday and
breaking old records every minute , is what results
in Success .
•The importance of “people” is not realized today
but it existed from the times of Ramayana &
Mahabharata.

7. Contd…
•Talking about the org’n M/s Ram & Sena : their
goal being ‘Rescuing Sita’ and the "people" in the
org’n being ‘Vanar Sena’ was accomplished by the
team effort setting beautiful example of Human
as a Resource .

8. # Example :-
• An example of people taking a company new
heights is ‘Infosys’ . The org’n which was founded
by 7 people namely :- Narayan Murthy , Nandan
Nilekani , N.S. Raghavan , S. Gopalakrsihnan , S.D.
Shibulal, K. Dinesh and Ashok Arora .
•These people established the company with Rs.
10,000 only which was bare minimum at that
time.
•It was the people who gradually took the
company to new heights and believed in the vision

9. Contd…
Of their bosses.
•“It’s a Vision that tells people that they too can
catch a part of rainbow and put it in their pocket
then people are willing to make the sacrifices that
are needed” – Narayan Murthy.
•Which clearly means for people of the org’n to
sacrifice the management needs to put in some
effort and give them the environment that they
need.
•It’s totally the mental revolution that has to take
place between managers and workers in order to

10. Contd…
Make the people work and achieve the desired
goal , the dream that needs to be accomplished.
•“The biggest challenge is to get a great team” –
Narayan Murthy.
•Great Team – that is the people who will give
their best , who will contribute unflinchingly , the
ones who will devote their time and effort
religiously.
•The people who will take the company to
commanding heights !

11. 2. How HR managers can instill a
culture of ethics in employees ?
•Culture is something which is Created and resides
in the minds of the people.
•Creating a culture is primarily done by HR
managers.
•It’s the manager who can bring a culture and
instill in employees by regularly making them
follow it & letting them understand the
importance of the culture brought for them.
•Here understanding the importance of culture is

12. Contd …
must for employees.
•Elements of a culture include – Innovation ,
Stability , Orientation towards people.
•Innovation i.e. Culture should be new , one that is
derived from something yet something new , that
makes the company unique in its own way.
•Stability i.e. a Culture should be stable and not
the one that keeps on changing . A culture for the
purpose of instillng in to the employees needs to
be stable.

13. Contd …
•HR managers are the ones responsible for
creating a culture , instilling a culture in employees
and sustaining a culture .
•The HR manager is the person who is directly in
touch with the employees . The one person on
whose support and guidance an employee joins
the company.
•Thus when an HR manager brings a culture and
tries to instill it in the employees , the employees
feel comfortable and do not resist rather accept it.

14. Contd …
•Ethics : From the point of view of employees,
management sets the tone and shapes the overall
working environment.
•Management that does not uphold the ethical
rights of employees will end up creating culture
that can adversely affect the morale and
motivation of workers.
•Virtuous Values + Aligned Action + Behavioural
Standards/Codes = Increased Ethical Behaviour.

15. How to instill a culture in employees :-
1. HR should be the functional custodian charged
with the responsibility of creating an
organization's "ethical alignment'.
2. HR must define what constitutes an organization's
ethical orientation. This is usually expressed in the
form of an ‘ethics code' .
3. HR must champion the effort to adjust an
organization's performance management system
by including ethical behaviour as an important
criterion for performance measurement,
promotion and possibly even termination.

16. Developing a Culture of Character – the
three Cs of Turknett :-
• Code : Know personal values. Each employee
must have a personal ethical code .
• Character : Organizations must have leaders
who create a culture of character and support a
continuing conversation to keep ethics front
and center.
• Communication : Great leaders create practices
that keep the ethical conversation alive.

17. # Example :-
• A well known example of strong corporate
culture is – Google. Its not the typical
corporate culture. By the pictures of
googleplex , it looks like an adult playground ,
not a place of work.
• Google’s success can be attributed to this
culture. Google has people who’s sole job is to
keep employees happy and maintain
productivity.

18. Contd …
• Some of the best and unique cultures of
Google are :-
– Google is a dog friendly company that allows its
employees to bring their well-behaved canines to
office with them.
– Google loves the environment so it formed Google
Green that is dedicated towards developing
renewable energy supplies.
– Googlers can request to work anywhere for
a change of mood. They do not have to go and sit
in their cubicles every day. It is a pleasure being a
Googler.

19. Contd …
—Google offers $6,000 for when an employee
provides a successful referral. It’s a win-win
situation.
—Google encourages its engineers to spend 20%
of their time on ideas of their own. Google has
many products that came out of this 20% idea.
• This is how this world-changing organization
operates !

20. Refrences :-
1. People can take company to commanding
heights :-
• http://en.wikipedia.org/wiki/Infosys
• Interviews of Narayan Murthy (Youtube)
• Official site of Infosys.

21. Refrences :-
2. HR managers can instill ethics :-
• -Entrepreneurship.org: Ethics Abroad --
Business Fundamentals, Value Judgments
• http://www.canadaone.com/ezine/feb2012/p
romoting_an_ethical_work_environment.html
• http://www.turknett.com/services-and-
tools/organization-development/creating-an-
ethical-culture/

22. 1. Assuming that the trend towards
robotics and artificial intelligence
continues into the next century , how
managers and HR departments might
be affected.
• The trend towards robotics and artificial
intelligence is definitely the thing needed for
great growth and devt.
• Artificial intelligence and robotics are the future
of new technologies. But these are also the
factors that are affecting the HR departments.

23. Contd ..
• Technological progress has great impact on jobs
, the reason being the firms go Capital intensive
rather than being labour intensive.
• If the technology will do all the work with less
and less use of manpower , people will continue
to remain unemployed.
• Unemployment i.e. a nation wide problem will
continue to emerge even in the coming time.
• It’s so contradictory than on one hand we talk
about unemployment catching up our nation
and on the other hand we continue to build our
empires only with the use of technology.

24. Contd ..
• Because of such new technologies the
innovations and the new ideas of the people are
being suppressed.
• “A century from now , nobody will much care
about how long it took , only what happened
next.” – Marcus.
• According to Marcus-hinting at AI’s very real
threats to the world’s labour force.
• Thousands, if not millions, of people arround
the world have already encountered the
humbling reality of losing a job.

25. Contd ..
• New skills required : As new technologies are
developed and implemented , there is an urgent
need to upgrade existing employee skills and
knowledge , there will be growing demand for
workers with more sophisticated training and
skills.
• Downsizing : Increased automations has reduces
employee head count everywhere. Its not
uncommon today fro managers to have limited
understanding of technical aspects. Managing
the expectations of knowledge workers is going
to be a major area of concern for HR managers.

26. 2. The govt. should not be concerned
with personal affairs of business. They
should reduce some laws and let
business police itself.
• The need for governmental interference arose
out of the belief that govt. is the custodian of
industrial and economic activities.
• The emergence of problems in the industrial
front in the form of trade union movement ,
non fulfillment of plan targets and the like,
forced the govts. to intervene in HRM.

27. Contd …
• Consequently , the govt. of India has come out
with a complex set of rules and regulations on
the employment policy of the org’ns by
reserving a certain no. of jobs of all categories.
• By imposing a lot of rules and regulations on the
personal affairs of business , the businesses tend
to practice malpractices and carry on with unfair
trade practices.
• The reason being they are not given the
freedom to operate their business the way they
want.

28. Contd …
• From the time of New Economic Policy when
privatisation had taken place , the businesses
had the freedom to work on their own terms.
• The govt. should let the business work itself
without much intervention and let the
businesses carry on its activities smoothly.
• The growth and the devt. Of a firm gets
hindered when the political factors i.e. govt
policies and laws affect the working of the
business.

29. Contd …
• The innovations of the new entrepreneurs often
get suppressed as they don’t abide by the
political laws.
• The political environment is so dynamic , as and
when the govt changes , that businesses loose
their stability.
• Due to the consistently changing scenario , a lot
of time money and effort is devoted into
framing policies rather than their
implementation.

30. References :-
1. Trend towards AI’s and robotics :-
• EBook :- HRM : Text and cases By Rao
2. Govt should not intervene :-
• EBook :- HRM : Text and cases By Rao