Latest HR Techniques

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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Latest HR Techniques