it gives the idea about the recent trends in Human Resource Management.

1. PRESENTED BY
S. DURGA SREE
MBA II YEAR STUDENTS
SRK INSTITUTE OF TECHNOLOGY, VIJAYAWADA
Recent Developments in
Managing People at Work place

2. Introduction
 Historically the HR department was viewed as
administrative overhead.
 HR processed pay roll, handled benefits
administration, kept personal files and other records,
managed the hiring process and other administrative
support to the organization.
 The role of human resources changing as fast as
technology and the global market.

3. Introduction
 The positive result of these changes is that HR
professionals have the opportunity to play more
strategic role in the business.
 The challenge for HR managers is to keep up to date
with the latest HR innovations, technological, legal
and otherwise.
 How HR managers can anticipate and address some of
the most challenging HR issues.

4. HRM Activities
Attract and
orient new
employees
Effective
compensation
systems
Effective work
environment
Effective
relationships
Compliance &
procedures Human
Resource
Manage
ment

6. E-HR is a function of HR that is concerned with the use, management,
and regulation of electronic information and processes within an
organization. E-HR is different from E-HRM (Electronic Human
Resource Management) and HRIS (Human Resource Information
System) which are uses of technology.
E-HR is a function of human resources that requires cross-functional
knowledge and collaboration between multiple departments, most
notably human resources and information technology.

8. Competency mapping
 Competency mapping is a process of identifying key
competencies for a particular position in an
organization, and then using it for job-evaluation,
recruitment, training and development, performance
management, succession planning, etc.

10. Competency mapping

11. Out sourcing
 Human resource outsourcing (HRO) occurs when a business
instructs an external supplier to take responsibility (and risk) for
HR functions and perform these tasks for the business.
 Payroll outsourcing is commonly outsourced for two reasons:
 It’s a time-consuming administrative task for employers, and
 there are many specialist companies with the technology and
knowledge to run it efficiently and compliantly.
 Some businesses will outsource their entire HR department
while others will just outsource time-consuming administrative
tasks, which allow their internal resource to focus on the
strategic level.

13. HR
Outsourcing
Manpower
Planning &
Strategic Services
Compliance
Performance
Management
Compensation
Benefits
Organizational
Development
Training &
Development
Communications
Employee Relations
Recruiting & On
boarding Services

14. Talent Management
 Talent Management is a set of integrated organizational
HR processes designed to attract, develop, motivate, and
retain productive, engaged employees.
 The goal of talent management is to create a high-
performance, sustainable organization that meets its
strategic and operational goals and objectives.

16. HRD in cross cultural Development
 Organizations increasingly operate within a global context.
Likewise, human resource developers are challenged to
examine the transferability of their efforts.
 This analysis focuses on emerging testimony that marks
and sustains the cultural sensitivity of work.
 Furthermore, it was acknowledged the systemic
importance of various groups of employees from different
nations in management and organizational behavior that
affects cross-national differences in the purpose and scope
of HRD.

18. Work-life balance in 24/7 Environment

19. WORK LIFE BALANCE
 Work life balance is a concept including proper
prioritization between work, career and ambition, lifestyle
(health, pleasure, leisure, family and spiritual development
or meditation.
 Work life balance
 It doesn’t mean an equal balance
 Will vary over time
 No perfect one that fits all, balance that it is striving for

20. Conclusion
Due to the emerging developments in HR, in a
nutshell a HR manager should treat people as
resources, reward them equitably, and integrate
their aspirations with corporate goals through
suitable HR policies.