1. Recent Trends in HRM 2. Increased Concern for HRM: Sound IR Dual Career Couples Flexi Working Hours Work from Home Facility 3. Work Life Integration 4. Big Data Trend

1. RecentTrends & Concerns
in HRM
PRESENTED BY:
PRINSON RODRIGUES

2. Content
1. RecentTrends in HRM
2. Increased Concern for HRM:
• Sound IR
• Dual Career Couples
• Flexi Working Hours
• Work from Home Facility
3.Work Life Integration
4. Big DataTrend

3. RecentTrends in HRM
Globalization:
▪ The trend toward opening up foreign markets to international
trade and investment.
Technology:
▪ Use of technology to communicate with employees (E-
Newsletters)
▪ A move toward single software platforms (Oracle)
▪ Evolution of new technologies (Employee Self Service and Data
Exchange)

4. RecentTrends in HRM
Human capital:
▪ Managing talent.
▪ Labor shortage – Finding the right talent.
▪ Higher ethical standards – Greater focus on trust & integrity at all
levels.
Managing change:
▪ Increased diversity in the workforce.
▪ Work-life balance.
▪ Structural shift from the manufacturing to the service sector.

5. RecentTrends in HRM
Responsiveness:
Total Quality Management (TQM) -TQM is a companywide effort to
continuously improve the ways people, machines, and systems accomplish
work.TheTQM approach provides guidelines for all the organization’s
activities, including HRM.
Cost containment:
▪ Downsizing: The planned elimination of jobs
▪ Outsourcing: Contracting outside the organization to have work done that
formerly was done by internal employees.
▪ Employee Leasing:The process of dismissing employees who are then
hired by a leasing company (which handles all HR related activities) and
contracting with that company to lease back the employees.

6. Increased Concern for HRM
SOUND INDUSTRIAL RELATIONS:
The term ‘Industrial Relations’ comprises of two terms:
“Industry” refers to any productive activity in which an individual
is engaged.
“Relations” mean the relationships that exist within the industry
between the employer and his workmen.
It is a concept of embracing the relationships that exists at
various levels of the organizational structure.

7. SOUND INDUSTRIAL RELATIONS
(Contd.)
▪ Industrial progress is impossible without cooperation of employees and
harmonious relationships. Therefore, it is in the interest of all to create and
maintain good relations between employees and employers (management).
▪ Functions of Sound IR:
1. Solve problems through grievance procedure & collective bargaining.
2. Bridge differences between workers & management by establishing
communications.
3. Promote understanding, creativity, co-operativeness to raise industrial
production.
4. To avoid unethical & unhealthy practices in the company.

8. DUAL COUPLE CAREER
▪ Dual career group can be defined as a marital
couple where both partners are working
professionals.
▪ Dual career group helps in achieving the
psychological as well as financial satisfactions.
Today people are more concern about increasing
level of the responsibilities. They are more
committed to work and their personal growth as
well.
▪ Now a day’s more dual career groups are increasing
because more females are highly committed for
quality of work. It provides economic freedom and
better social status.

9. Flexi - Working Hours
▪ Flextime is a flexible hours schedule that
allows workers to alter workday start and
finish times.
▪ An alternative to the traditional 9 to 5 job,
40 hours a week.
▪ Flextime typically involves a "core" period of
the day.
▪ Sometimes, the total working time required
of employees on flextime schedules is the
same as that required under traditional work
schedules.
▪ Flexitime arrangements also help working
parents.

10. Work from Home Facility
▪ Work From home is a concept where the
employee can do his or her job from
home.
▪ It gives a flexible working hour to the
employee as well as the job for the
employer is done with ease.
▪ Work from home is helpful to delivering
work life balance to the employee, and
also parallelly helps the company to get
the work done.

11. Work from Home Facility (Contd.)
Benefits:
▪ Helps parents with childcare
responsibilities.
▪ More employees can work.
For e.g. disabled person.
▪ Less stress and sickness levels.
▪ Financial benefits.
▪ Better work-life balance.
▪ Might increase productivity.
Disadvantages:
▪ Difficulty monitoring
performance.
▪ Decreased staff morale.
▪ Not all jobs suit home
working.
▪ Communication problems.
▪ Problems with staff
development.

12. Work Life Integration
• Work life integration is an outcome of people
exercising control and choice in their life to
meet life challenges
• This can be managing work responsibilities
alongside their personal and family needs
• The areas of a person’s life which needs
integration will change based on the
individual’s life stages
• The idea of work-life integration is having far-
reaching impacts on morale, productivity and
performance management.

13. Work Life Integration (Contd.)
Tips for introducing work-life integration into your performance management
system:
• Introducing flexibility.
• For work-life integration to work, rules need to be enforced.
• Communication needs to be a priority.
• Managers need to accept that each employee is different.

14. Big DataTrend
What is Big Data?
▪ Big data is a term that
describes the large volume of
data – both structured and
unstructured – that inundates
a business on a day-to-day
basis.
▪ Big data can be analyzed for
insights that lead to better
decisions and strategic
business moves.

15. Big DataTrend in HRM
▪ Big data analytics for HR is the process of
looking at big data in search of trends,
patterns, correlations and insights about
human behavior.
▪ The goal is to uncover something that the
business didn‘t know and to be predictive
when it comes to certain HR functions like
hiring, training and choosing between HR
initiatives.
▪ Investing in talent management software
can assist HR professionals in gathering
and analyzing the data they need to
evaluate individual performance levels.

16. Big DataTrend in HRM (Contd.)
Increase Quality of New Hires
▪ With access to online resume databases, employment records, social media profiles,
applications, tests and other data, recruiters are able to compile and identify potential
candidates by sorting the information and narrowing down the talent pool.
ImproveTraining and Employee Success Rate
▪ Big data lets businesses measure the potential effectiveness of a particular training
initiative so they can make sure they are making wise investments when it comes to the
training and development of their employees.
Increase Employee Engagement and Retention
▪ Employers are able to analyze the reasons behind poor morale and low employee
retention rates.Tools like social media, exit interviews, team assessments and employee
satisfaction surveys the information to predict and help prevent future decreases in
employee satisfaction and effectiveness.