1) Changed Employee Expectations: Employees demand empowerment and assume equality with the mangement. Previous notions about managerial authority argon giving way to employee influence & involvement along with mechanisms for upward communication and due process. If we look at the workers unions of Otis, Hindustan Lever, ICI, TOMCO, Blue Star, Webel Electro, and underlying Bank. They rewrite their agenda to include quality and better client service and are even accusing the management of malpractices. So everytime there is need to redram the profile of the worker and discover unexampled methods of training, hiring, renumerating and motivating employees.
2) Outsourcing HR Activities: The trends towards outsourcing has been caused by several strategic and practicable motives. HR sections are divesting themselves from mundane activities to focus more on strategic role. Outsourcing has also been used to help reduce bureaucracy and to encourage a more responsive culture by introducing external market forces into the firm through the biding process. It is a large(p) challenge before the HR manager to prove that his/her department is as important as any other functions in the organization. The relevance of HR is at stack.
3) Changing Workforce kinetics: Frequently, physical relocation is required. The increasing weigh of dual-career professionals limits individual tractableness in accepting such assignments and whitethorn hinder number of dual-career professionals limits individual flexibility in accepting such assignments and may hinder organizational flexibility in acquiring and exploitation talent. Some demographic changes in the workforce having their own implications to the HR managers are:
(i) inceasing number of working mothers,
(ii) a steady blood of blue-collar employees who are giving way to white-collar
employees, and
(iii) increasing sensory faculty & education among workers.
4) Balancing Work-life: Balancing work...If you want to get a full essay, order it on our website: Orderessay
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