Hello All , Can anyone help me on preparing a PPT on "Emerging/Latest Trends in HR" which can be used for a presentation. Waiting for all your support. Regds Nisha
From India, Bangalore
5From India, Bangalore
Hi Nisha This is a presentation I made a year back in a NIPM conference You can develop on this Siva
From India, Chennai
From India, Chennai
hi nisha i hav some information hope so it will help u..
Latest trend of hr
In each area of HRM, there is at at least one new contribution everyday.
Some of the recent trends followed in India are:
1. Competency Mapping
2. Six sigma
3. SAP
However it all depends on the need of the organization what to use or not to use. Thus be clear on what exactly you are looking for or at least the area.
Regards
HR has to play a vital role in todays competitive age. Company's who are employee focus are able to retain the staff.
Involvement of employees in decisions, asking for their views, suggestions, keeping a continuous and close touch with them are kept on priority by many multinationals.
Appreciation and recognisation for thier outstanding contirbution boots the morale of the employee.
There are many more things aprat from this..
Talent Management
Organisational Growth & Strategic Human Resource Management
Organisational excellence through Leadership
Impact of Mergers & Acquisitions on Human Resources
HRD in Cross-Cultural Environment
Competency Mapping
Building High Performance Culture
E- HR
Outsourcing – Redefining Jobs and Work
Work-Life Balance in 24*7 Environment
1.GLOBALIZATION OF BUSINESS.
- creating a global mind-set within the HR group, creating
practices that will be consistently applied in different
locations/offices while also maintaining the various
local cultures and practices, and communicating a
consistent corporate culture across the entire
organization.
--------------------------------------------------------------
2. BUSINESS ALIGNMENT
-considering the HR function not as just an
administrative service but as a strategic business
partner.
Companies are involving the human resources
department in developing and implementing both
business and people strategies.
----------------------------------------------------
3.MOBILE CULTURE
- Communicate to all locations about a common
corporate culture.
- Allow local cultures to maintain their identity
in the context of the corporate culture.
- Establish common systems (e.g., accounting,
marketing, MIS).
- Provide management with education outlining
how the company does business.
- Create an organizational mission with input
from all locations.
- Create a written strategy outlining the
corporate culture.
----------------------------------------------------
4.NEW TECHNOLOGY IMPACT ON SKILLS REQUIREMENTS
Technology-related skills
• Skills in identifying new applications of technologies
• Skills in developing new technologies, or advancing existing technologies
• Skills in identifying technological solutions to problems
Operative/Technical skills
• Skills in operating new tools or equipment, or applying new methods/processes
• Skills in applying new processes or tools to existing work
• Skills in installing and maintaining new products, and
• Skills in manufacturing new products.
--------------------------------------------------------------------------
5.BUSINESS INNOVATION DEMAND ON MANAGMENT
Management skills
• Skills in identifying which innovation outcomes are appropriate for commercialisation
• Skills in knowing when and how to market a new product, tool or process (or other innovation outcome) successfully
• Skills in securing intellectual property rights over innovation outcomes
• Skills in setting up efficient manufacturing processes for new products
• Skills in negotiating appropriate training provision with education and training providers
----------------------------------------------------------------------------------
6.DEMAND FOR INNOVATION THROUGH TRAINING/DEVELOPMENT :
* Building an educated and highly skilled workforce.
*Becoming a leader in knowledge creation and innovation.
*Developing linkages, clusters and networks to become a more integrated and networked local economy.
*Fostering high levels of enterprise formation and business growth.
*Becoming a globally focused and internationally integrated economy.
*Creating a business environment and infrastructure base that facilitates business success.
establishing a culture of innovations THRU
#Co-operative Research Centres
#Knowledge and Technology Diffusion
#Technology, Research Parks and Precincts
#Education
#Commercialisation
------------------------------------------------------------------------------
7.IT TECHNOLOGY DEVELOPMENT.
-more systems / more software for the business means
different methods of working, which affect the working human resources.
HRM have to face / meet/ manage the human resources to deliver the results.
------------------------------------------------------------------------
8.OUTSOURCING OPPORTUNITIES
-the demand for cheaper labor forced the companies to
seek more destinations in the underdeveloped countries.
This created an enormous challenge to the HRM
to seek/develop/manage overseas HR.
-----------------------------------------------------------------
9.DEVELOPING ECONOMIES GROWTH RATE
-MAJOR ECONOMIC REFORMS
-the rapid development of underdeveloped countries
forced many companies to shift their production base
overseas.This created an enormous challenge to the HRM
to seek/develop/manage overseas HR.
-------------------------------------------------------------------------
10.RISE IN PER CAPITA INCOME
-the rise in per capita income created more educated
human resources.
FOR HRM, IT WAS A CHALLENGE TO
MAINTAIN/ MANAGE TALENTS.
regards
Anjali..
From India, Mumbai
Latest trend of hr
In each area of HRM, there is at at least one new contribution everyday.
Some of the recent trends followed in India are:
1. Competency Mapping
2. Six sigma
3. SAP
However it all depends on the need of the organization what to use or not to use. Thus be clear on what exactly you are looking for or at least the area.
Regards
HR has to play a vital role in todays competitive age. Company's who are employee focus are able to retain the staff.
Involvement of employees in decisions, asking for their views, suggestions, keeping a continuous and close touch with them are kept on priority by many multinationals.
Appreciation and recognisation for thier outstanding contirbution boots the morale of the employee.
There are many more things aprat from this..
Talent Management
Organisational Growth & Strategic Human Resource Management
Organisational excellence through Leadership
Impact of Mergers & Acquisitions on Human Resources
HRD in Cross-Cultural Environment
Competency Mapping
Building High Performance Culture
E- HR
Outsourcing – Redefining Jobs and Work
Work-Life Balance in 24*7 Environment
1.GLOBALIZATION OF BUSINESS.
- creating a global mind-set within the HR group, creating
practices that will be consistently applied in different
locations/offices while also maintaining the various
local cultures and practices, and communicating a
consistent corporate culture across the entire
organization.
--------------------------------------------------------------
2. BUSINESS ALIGNMENT
-considering the HR function not as just an
administrative service but as a strategic business
partner.
Companies are involving the human resources
department in developing and implementing both
business and people strategies.
----------------------------------------------------
3.MOBILE CULTURE
- Communicate to all locations about a common
corporate culture.
- Allow local cultures to maintain their identity
in the context of the corporate culture.
- Establish common systems (e.g., accounting,
marketing, MIS).
- Provide management with education outlining
how the company does business.
- Create an organizational mission with input
from all locations.
- Create a written strategy outlining the
corporate culture.
----------------------------------------------------
4.NEW TECHNOLOGY IMPACT ON SKILLS REQUIREMENTS
Technology-related skills
• Skills in identifying new applications of technologies
• Skills in developing new technologies, or advancing existing technologies
• Skills in identifying technological solutions to problems
Operative/Technical skills
• Skills in operating new tools or equipment, or applying new methods/processes
• Skills in applying new processes or tools to existing work
• Skills in installing and maintaining new products, and
• Skills in manufacturing new products.
--------------------------------------------------------------------------
5.BUSINESS INNOVATION DEMAND ON MANAGMENT
Management skills
• Skills in identifying which innovation outcomes are appropriate for commercialisation
• Skills in knowing when and how to market a new product, tool or process (or other innovation outcome) successfully
• Skills in securing intellectual property rights over innovation outcomes
• Skills in setting up efficient manufacturing processes for new products
• Skills in negotiating appropriate training provision with education and training providers
----------------------------------------------------------------------------------
6.DEMAND FOR INNOVATION THROUGH TRAINING/DEVELOPMENT :
* Building an educated and highly skilled workforce.
*Becoming a leader in knowledge creation and innovation.
*Developing linkages, clusters and networks to become a more integrated and networked local economy.
*Fostering high levels of enterprise formation and business growth.
*Becoming a globally focused and internationally integrated economy.
*Creating a business environment and infrastructure base that facilitates business success.
establishing a culture of innovations THRU
#Co-operative Research Centres
#Knowledge and Technology Diffusion
#Technology, Research Parks and Precincts
#Education
#Commercialisation
------------------------------------------------------------------------------
7.IT TECHNOLOGY DEVELOPMENT.
-more systems / more software for the business means
different methods of working, which affect the working human resources.
HRM have to face / meet/ manage the human resources to deliver the results.
------------------------------------------------------------------------
8.OUTSOURCING OPPORTUNITIES
-the demand for cheaper labor forced the companies to
seek more destinations in the underdeveloped countries.
This created an enormous challenge to the HRM
to seek/develop/manage overseas HR.
-----------------------------------------------------------------
9.DEVELOPING ECONOMIES GROWTH RATE
-MAJOR ECONOMIC REFORMS
-the rapid development of underdeveloped countries
forced many companies to shift their production base
overseas.This created an enormous challenge to the HRM
to seek/develop/manage overseas HR.
-------------------------------------------------------------------------
10.RISE IN PER CAPITA INCOME
-the rise in per capita income created more educated
human resources.
FOR HRM, IT WAS A CHALLENGE TO
MAINTAIN/ MANAGE TALENTS.
regards
Anjali..
From India, Mumbai
Hi ! I got presentation from a friend who attended a seminar recently. He noted down some contents and prepared this. Hope this has some inputs for you. - Hiten
From India, New Delhi
From India, New Delhi
Thank you Anjali and Shiva,
This was very useful for me.
But, I have a Doubt. See, In my case, i'm in the HR field for the past 1.3 Years. I had worked as a HR Asst, Trainee Payroll executive and now Payroll executive. But at My present company they want me to be a Accounts executive which I'm not interested. As I'm searchin for job for a HR Generalist position, but I'm getting only for HR Executive (Recruitment). Shall I take up that Offer???? Will I have Furute in that??? i need your Advice on this.............
Warm Regards
Abi
From India, Madras
This was very useful for me.
But, I have a Doubt. See, In my case, i'm in the HR field for the past 1.3 Years. I had worked as a HR Asst, Trainee Payroll executive and now Payroll executive. But at My present company they want me to be a Accounts executive which I'm not interested. As I'm searchin for job for a HR Generalist position, but I'm getting only for HR Executive (Recruitment). Shall I take up that Offer???? Will I have Furute in that??? i need your Advice on this.............
Warm Regards
Abi
From India, Madras
Hi
It depends on your qualification too. If you want to be a HR Specialist, you need to have a good qualification. Whatis HR Generalist? I am not very convinced about this terminology.
I already posted one repoly a few days back
To head HR Function in due course of time, you should have gone thru all aspects of HR
What do you think a HR Generalist does. Write down. Then you see whether there is any value addition. If you think you can add value to that job , then focus to be a HR Generalist in due course of time
Otherwise, you can specialise in Recruitment
Siva
From India, Chennai
It depends on your qualification too. If you want to be a HR Specialist, you need to have a good qualification. Whatis HR Generalist? I am not very convinced about this terminology.
I already posted one repoly a few days back
To head HR Function in due course of time, you should have gone thru all aspects of HR
What do you think a HR Generalist does. Write down. Then you see whether there is any value addition. If you think you can add value to that job , then focus to be a HR Generalist in due course of time
Otherwise, you can specialise in Recruitment
Siva
From India, Chennai
Dear Shiva,
I'm persuring B.Com IInd year through distance education in Madras University and with the experience of 1.3 Years. I just want to buildup my career in HR. But, I believe that i can perform well in a HR generalist profile. This is for your Info........I'm excepting suggestions from you.
With Regards
Abi :roll: :roll:
From India, Madras
I'm persuring B.Com IInd year through distance education in Madras University and with the experience of 1.3 Years. I just want to buildup my career in HR. But, I believe that i can perform well in a HR generalist profile. This is for your Info........I'm excepting suggestions from you.
With Regards
Abi :roll: :roll:
From India, Madras
The biggest change is the change in the sheer character of what we define as HR traditionally. From a support function the HR is now emerging as a Business driver.
Have a look at the PPT attached. It is part of a presentation that i did a couple of months back.
cheers
Navneet Chandra
From India, Delhi
Have a look at the PPT attached. It is part of a presentation that i did a couple of months back.
cheers
Navneet Chandra
From India, Delhi
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Latest Trends in - HR.pptx
HR Trends - Global HR practices.doc