wt wld u say is the future of HR?
something tht i cant answer....really annoying question
wt r ur views ?
wer do u see HRM ...say 15-20 yrs from now
its changed a lot from personnel mgmt...
wt next?
sunayna
From India, Mumbai
12something tht i cant answer....really annoying question
wt r ur views ?
wer do u see HRM ...say 15-20 yrs from now
its changed a lot from personnel mgmt...
wt next?
sunayna
From India, Mumbai
Hi Sunayna...
Quite odd.. seeing this question from you...
Well the first and the foremost factor remains that this is the era of Human Resource...
As service industry is growing and is gaining more and more importance it is highly esssential that Employees who are the backbone of service industry be handled properly.. HRM is the key behind proper management of this very important resource (Human Resource) without which it would be nearly impossible to handle the organisation and attain its goals...
(hey even our finance minister depends so much on service tax as compared to sales tax now a days----- just to show the importance of Services in today's context)
From India, Ahmadabad
Quite odd.. seeing this question from you...
Well the first and the foremost factor remains that this is the era of Human Resource...
As service industry is growing and is gaining more and more importance it is highly esssential that Employees who are the backbone of service industry be handled properly.. HRM is the key behind proper management of this very important resource (Human Resource) without which it would be nearly impossible to handle the organisation and attain its goals...
(hey even our finance minister depends so much on service tax as compared to sales tax now a days----- just to show the importance of Services in today's context)
From India, Ahmadabad
Hi Sunayna You are CiteHR Resident and are unsure about the future of HRM.... that was unexpected...
From India, Ahmadabad
From India, Ahmadabad
Hello Sunayana :wacko: U have propped up a very relevant question. :?: Ten years back we won't have imagined HR to be a business partner. Today talk is of HR becoming strategic partner or strategic driver. :!: :!:
Well as I see it, there is going to be a lot of change in the days to come.Look at manufacturing sector, its importance will come down with more and more outsourcing, automation and other improvements. Labour intensity is going to decrease and so also the unskilled operations. All menial tasks would go to professional agencies etc. Consequently unioninsm will decline. Hence IR part of HR is going to loose much of its sheen. With a lot of HR activities getting off loaded, thanks to IT, the no. of regulars in HR deptt. will be far few.
There is going to be a boom in service sector and more and more opportunities will be added for employment generation. But margins will be less and the real challenge will lie in cutting costs.
Overall as I see the real scope of value addition in HR would lie in integrating employee aspirations with the growth of the enterprise. Those who can do it well will outperform the competition and the misfits will slowly fade away. So the focus is going to be softer aspects of HR motivation, morale etc.
Sunayana :D :idea: :wacko: Thanx a lot for activitating the grey cells
From India, Bhopal
Well as I see it, there is going to be a lot of change in the days to come.Look at manufacturing sector, its importance will come down with more and more outsourcing, automation and other improvements. Labour intensity is going to decrease and so also the unskilled operations. All menial tasks would go to professional agencies etc. Consequently unioninsm will decline. Hence IR part of HR is going to loose much of its sheen. With a lot of HR activities getting off loaded, thanks to IT, the no. of regulars in HR deptt. will be far few.
There is going to be a boom in service sector and more and more opportunities will be added for employment generation. But margins will be less and the real challenge will lie in cutting costs.
Overall as I see the real scope of value addition in HR would lie in integrating employee aspirations with the growth of the enterprise. Those who can do it well will outperform the competition and the misfits will slowly fade away. So the focus is going to be softer aspects of HR motivation, morale etc.
Sunayana :D :idea: :wacko: Thanx a lot for activitating the grey cells
From India, Bhopal
apology for the late reply..but here it is > " :blink: "
and :wacko:
hi kknair
ive got some questions for u
becoz i dont believe tht ignorance is bliss :icon6:
how??
wts ur reasoning for this?
ya..i do agree with this
it will definitely turn into "perform or perish"
u thanked me for activating ur grey cells
here's more to thank me for
regards
sunayna
From India, Mumbai
and :wacko:
hi kknair
ive got some questions for u
becoz i dont believe tht ignorance is bliss :icon6:
how??
wts ur reasoning for this?
ya..i do agree with this
it will definitely turn into "perform or perish"
u thanked me for activating ur grey cells
here's more to thank me for
regards
sunayna
From India, Mumbai
Hi Sunayana :ph34r: Sorry for being so late. Partly because our server was down and mails upto 12th remained inaccessible. And of course your question caught me napping. As I see it, HR will traverse beyond the conventional role of being man -maintenance group, So, when it sees itself as an integrating agent, a strategising partner, striving to bring individuals and organisation on the same growth platform a lot of factors which become the breeding ground for the unions disappear. It needs no empirical verification to agree to the fact that unionism nourishes on the dissatisfaction of employees. If negative factors (say the environmental factors in Achievement motivation theory) are absent or are rendered ineffective, then the unionism is bound to decline. It will not disappear. I am working in a large industrial unit and has seen the gradual erosion in unionism in the last two decades. This trend will increase primarily for two reasons, The absence of negative factors and the effectiveness of HR professionals in grievance management.It is my personal experience that if employees prefer to approach the HR executive directly for their grievances rather than using the unions, then the unions are going towards their irrelevance. This movement is going to be further facilitated by the liberalisation, globalisation, outsourcing phenomenon, where jobs are going to be short tenured. Hence the employee interests in an organisation are also going to decline. Sort of capitalism reinvented. The question as to what is going to take the place of unions. well i have no ready answer, as I feel the unions will be there but will have lesser impact and bargaining strength will decline. But HR will have to play a conscious role in this process.
Thanks Sunaina for provoking my thoughts :icon13: :icon13: :icon13: Regards KK Nair
From India, Bhopal
Thanks Sunaina for provoking my thoughts :icon13: :icon13: :icon13: Regards KK Nair
From India, Bhopal
hihihi
i dint know my question had the immense power of waking u up
over ho gaya na..lol...
ok...i dint know my question was so thought provoking :wink:
n ya..i got the point this time.
i got a silly example as well...earlier movies had unions going on strike....now a days...such movies have reduced...last union strike i saw in a movie was i think Anil kapoor's Beta. :D
regds
sunayna
From India, Mumbai
i dint know my question had the immense power of waking u up
over ho gaya na..lol...
ok...i dint know my question was so thought provoking :wink:
n ya..i got the point this time.
i got a silly example as well...earlier movies had unions going on strike....now a days...such movies have reduced...last union strike i saw in a movie was i think Anil kapoor's Beta. :D
regds
sunayna
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
FUTURE ROLE OF HRM.ppt
HRM future.pdf