RECENT TECHNIQUE IN HUMAN RESOURCE MANAGEMENT

BY:-Diwakar Jaspal Ankur Chander

OBJECTIVES OF PRESENTATION
 Recent techniques in human resource management

Identify the innovative trends in human resource management in an organization

Lastly the use of innovative practices in the organization

RECENT TECHNIQUES IN HUMAN RESOURCE MANAGEMENT

 EMPLOYEE FOR LEASE MOON LIGHTNING BY EMPLOYEE DUAL CAREER GROUP FLEXI TIME AND FLEXI WORK TRANING AND DEVELPOMENT COLLABORATION MANAGEMENT HUMAN RESOURCE ACCOUNTING EMPLOYEE PROXY

EMPLOYEES FOR LEASE

 Organization depend upon consultancy agencies for their expertise knowledge Employee have limited knowledge to convert the know how into a project They provide expert advice also supply human resource for executing their project These firms pay salary and benefits to the employees irrespective to the no of days the employee is sent to organizations on lease

MOON LIGHTING BY EMPLOYEES

BLUE MOON TO FULL MOON

 Taking up another job with that of existing job  Employees depends on other organizations for part time jobs, part time business to earn extra  It is also known as DOUBLE JOBBING

BLUE MOON
Employees demand higher wages and salaries in the future They will no go for second job because of their inability in getting second job Conflict with the management for higher pay scale

HALF MOON LIGHTING

 Not satisfied as they cannot buy luxury articles They take second job just to lead luxurious life Spend almost 50% of the time and resources in second job to earn sufficiently large amount of money to lead comfortable life

QUARTER MOON LIGHTING

   

Candidate immediately join organization after his school, college Spent his bachelor life comfortable Later find difficult to make both ends meet as his family grow Take part time jobs to meet increased expenses due to increased demand of the family

FULL MOON LIGHTING

 Employee feel their income is almost nil as compares to their expectation Start spending most of the time in starting,developing,expanding their business Their financial and social position is determined by second occupation.

EFFECT OF MOON LIGHTNING ON HRM IN FUTURE

Relationship b/w superior and subordinated will be affected It will worse the disciplinary procedure Management faces problem in motivating their employees Employee pay more focus on second job

DUAL CAREER GROUPS

REASONS FOR INCREASING IN THE NO OF FEMALE EMPLOYEES
Increase in carrier orientation among women Higher level commitment among women as compared to men Better performance of women employees in certain jobs Employees preference to women as they are less demanding Increasing need for economic Freedom to women

CONSEQUENCES AND CHALLENGES

 Concern for other party s Grievances too Absenteeism Stress Restricted Freedom Work sharing Promotions

FLEXI TIME & FLEXI WORK

Flexi Time is a program that allows flexible entering and leaving the organization

 Flexi work is a program that allow flexibility in handling the type of work in various department in a systematic way

ADVANTAGES OF FLEXI TIME

 Increase in productivity Decline in absenteeism Increase in work consciousness rather than time conscious Decline in tardiness as employee can take care of his personal work as well Reduction in employee turnover

DISADVANTAGES OF FLEXI TIME

 Difficult in Time Keeping Calculation of over time Problem of supervision

WHY EMPLOYEE NEED FLEXI WORK

Over Specialization of work Lack of challenging Work Lack of Interest Routine nature of Job

TRANING AND DEVEPLOMENT

Almost all the organization today provide additional training Previously depends on educational institutes But in future will establish their own educational institute Pooling of funds but organization in setting up the institutes which may serves the need of all the firms in an industry

COLLABORATION MANAGEMENT
 Different parties concerned with the organizational activities through participation then such type of management system is called COLLABORATION MANAGEMENT  Different Parties include Workers,Consumers,Government and Stakeholders.

It is categorized into four heads

 WORKERS PARTICIPATION  CUSTOMER PARTICIPATION  GOVERNMENT PARTICIPATION  STOCKHOLDER PARTICIPATION

HUMAN RESOURCE ACCOUNTING

It is the process of identifying and measuring data about human resources and communication this information of interesting parties

It also means Accounting for people as organization resources. It is the measurement of Cost and Value of the people of the organization

AIMS & OBJECTIVES OF HRA

Increased managerial awareness of the value of human resources. Better decision about people, based on improves information system Developing new measures of effective manpower utilization Enabling a longer time horizon for planning and budgeting Better human resource planning

BENEFITS OF HRA
Helps in disclosing the value of human resource Helps in managerial decision making It also serves the Social purpose Helps in increasing the productivity of the human resources

METHODS OF VALUATION OF HUMAN RESOURCE ACCOUNTING

     Historical Cost Method Replacement Cost Method Standard Cost Method Present Value Method Opportunity cost Method

HUMAN RESOURCE ACCOUNTING IN INDIA

GENERAL CONSIDERATION IN THE WORKING OF HR CONCEPT BY MMTC Only Internal human organization is considered, External organization is not considered Hr value is worked out on the LEV&SCHEWARTZ Model A 12% discount is adopted Employees are classified according to pay scale under 6 categories Future no of employees is worked out on the basis of general promotion policy

EMPLOYEES PROXY
Employee adopt Proxy system in order to improve their economic status, social status and psychological well being This system is mostly prevalent in organized sector This system effect discipline, quality and quantity of production Technological oriented jobs demand high profile of proxies

ORGANIZATION POLITICS
Any behavior by any employee that is self serving When the individual act to enhance their own position,redardless of cost of the organization, or to other, they are acting Politically They are result of variations and conflict between individual goal of one group and another group within the organization

CAUSES OF ORGANIZATIONAL POLITICS

Variation conflict in goals between two individual employee Variation in degrees of successor failure between one employee and another employee or between group of employee Variation and conflict in goals between two section of groups Individual Vs Organizational goals Group goals Vs Organizational Goals

TECHNIQUES OF ORGANIZATIONAL POLITICS

Information hiding Push up Pushing down Pulling up Pulling down Misleading