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7/29/2019 Latest HR Techniques
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RECENT TECHNIQUE INHUMAN RESOURCE
MANAGEMENT
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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
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EMPLOYEES FOR LEASE
Organization depend upon consultancy agencies for theirexpertise knowledge
Employee have limited knowledge to convert the know how into a
project
They provide expert advice also supply human resource forexecuting their project
These firms pay salary and benefits to the employees irrespectiveto the no of days the employee is sent to organizations on lease
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MOON LIGHTING BY EMPLOYEES
FULLMOON
LIGHTING
BLUEMOON
QUARTERMOON
LIGHTING
HALFMOON
LIGHTING
BLUE MOON TOFULL MOON
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BLUE MOON TO FULL MOON
Taking up another job with that of existing job
Employees depends on other organizations forpart time jobs, part time business to earn extra
It is also known as DOUBLE JOBBING
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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
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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 toearn sufficiently large amount of money to lead comfortable life
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QUARTER MOON LIGHTING
Candidate immediately join organization after hisschool, college
Spent his bachelor life comfortable
Later find difficult to make both ends meet as hisfamily grow
Take part time jobs to meet increased expenses due to
increased demand of the family
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FULL MOON LIGHTING
Employee feel their income is almost nil as compares to theirexpectation
Start spending most of the time instarting,developing,expanding their business
Their financial and social position is determined by secondoccupation.
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EFFECT OF MOON LIGHTNING ONHRM 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
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DUAL CAREER GROUPSREASONS FOR INCREASING IN THE NO OF FEMALE EMPLOYEES
Increase in career 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
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CONSEQUENCES ANDCHALLENGES
Concern for other partys Grievances too
Absenteeism
Stress
Restricted Freedom
Work sharing
Promotions
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FLEXI TIME & FLEXI WORK
Flexi Time is a program that allows flexible entering andleaving the organization
Flexi work is a program that allow flexibility in handlingthe type of work in various department in a systematic way
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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 personalwork as well
Reduction in employee turnover
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DISADVANTAGES OF FLEXI TIME Difficult in Time Keeping
Calculation of over time
Problem of supervision
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WHY EMPLOYEE NEED FLEXI WORK
Over Specialization of work
Lack of challenging Work
Lack of Interest
Routine nature of Job
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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
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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.
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It is categorized into four heads
WORKERS PARTICIPATION
CUSTOMER PARTICIPATION
GOVERNMENT PARTICIPATION
STOCKHOLDER PARTICIPATION
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HUMAN RESOURCEACCOUNTING
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
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AIMS & OBJECTIVES OF HRAIncreased 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
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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
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METHODS OF VALUATION OFHUMAN RESOURCE ACCOUNTING
Historical Cost Method
Replacement Cost Method
Standard Cost Method
Present Value Method
Opportunity cost Method
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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
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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
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ORGANIZATION POLITICS
Any behavior by any employee that is self serving
When the individual act to enhance their own position,redardless ofcost 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
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CAUSES OF ORGANIZATIONALPOLITICS
Variation conflict in goals between two individual employee
Variation in degrees of successor failure between oneemployee 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
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TECHNIQUES OF ORGANIZATIONALPOLITICS
Information hiding
Push up
Pushing down
Pulling up
Pulling down
Misleading
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