Human Resource Management
Introduction & Scope of HRM
Agenda
• Expectation Setting
• Assessment Matrix
• Introduction to HRM
Expectation Setting
Assessment Matrix
• Group Project
• Group HBR Article/Case Discussion
• Mid-Term
• Quiz
• End-Term
Byju’s - Mass Layoffs and Employee
Mismanagement (2022-2023)
Wipro - Controversial Freshers’ Salary Cuts
(2023)
Tata Consultancy Services (TCS) - Work
from Office Mandate Controversy (2023)
Employee Centricity
Zomato - Issues with Delivery Partner
Employer Branding
Compensation (2022-2023)
Communication
Imagine after a week at your new job, your boss
says, "We'll pay you to leave right now!"
Imagine telling your team, "You can take all the
time off you need, as long as you magically finish
all your work first!"
Imagine telling your team, Imagine telling your
boss, "I'm going to spend 20% of my time this
week playing video games because who knows, it
might lead to the next big innovation!"
What is Human Resource Management?
• The process of acquiring, training, appraising,
and compensating employees, and of attending
to their labor relations, health, safety, and
fairness concern.
People Matters: Video on Evolution of HRM in
Indian Context and Western Context
Business Landscape is Changing
• 2023-2024 will be transition period
• Slowdown in both the economy & in consumer spending
• CEOs & CFOs would focus grow profit, focus on sustainability
• Focus on new products & services- Chatgpt, EV, Industries
transforming into digital-enabled industries
• Employees are more empowered
• Job mobility is all time high
• Focus on employee experience
• Companies have bulked up HR Tech Solutions
Cross-Functional importance of HRM
HR & Operations
HR works with Operations to optimize workforce planning and productivity. Collaborating
to design shift schedules during peak demand seasons
HR & Marketing
HR collaborates with Marketing to create a compelling employer brand that attracts and
retains top talent.
HR & Finance
HR collaborates with Finance to ensure workforce costs align with organizational financial
goals.
Trends shaping HRM
Technology
Globalization
De-regularization
High-Tech Jobs
Services
Knowledge Work and Human Capital
Non-Traditional worker & Where people work
Josh Bersin’s HR Prediction 2024
AI's Transformative Impact on HR: AI will significantly change every aspect of HR, including job
descriptions, talent intelligence, performance management, and employee experience.
Shift to Skills-Based Organization: HR will prioritize urgent use cases for skills-based hiring, learning,
compensation, and AI implementation..
Disruption in Corporate L&D: Autonomous learning platforms powered by AI will revolutionize
corporate learning and development, making it more efficient and personalized...
Recruitment Challenges: Recruiting will become increasingly difficult, necessitating a modern
approach focused on recruiting, retaining, reskilling, and redesigning (the Four R Framework™).
Josh Bersin’s HR Prediction 2024
Importance of Internal Mobility and Career Pathways: Companies will need to emphasize internal
mobility, talent marketplaces, and career pathways to drive business growth.
Mainstreaming of Pay Equity and New Performance Management Models: Companies will
increasingly conduct pay-equity audits and redesign performance management models to ensure
fairness and prevent bias.
Redefinition of Employee Experience: The concept of employee experience will evolve, with a focus
on employee activation and incorporating their feedback into decision-making.
The ‘new’ HR Manager
Focus on
Measure HR
Focus more on improving
performance
strategy performance
and results
Use new ways
Evidence based
Add ‘Value’ to provide HR
HRM
services
Manage Ethics
Talent Manage
& understand
Management Employee
their HR
Approach Engagement
philosophy
Reorganizing HRM function
• Transactional HR teams provide specialized support in day-to-day HR activities.
Ex : Infosys internal BPO
• Corporate HR teams - assist top management in top-level issues such as
developing the personnel aspects of the company’s long-term strategic plan
• Embedded HR teams - HR generalists (“relationship managers” or “HR business
partners”) assigned to functional departments like sales and production
• Centers of expertise - Specialized HR consulting firms within the company
HR Metrics & Benchmarking
Being able to measure what you are doing is an
integral part of the HR strategy process
Metrics for more profitable Compensation Data
organization • Annual Salary increase
• HR-to-Employee ration • Target bonus for executives
• Cost-per-hire • Target bonus for non-executives
• Annual overall Turnover Rate
• Time to fill vacant position
LINE & STAFF MANAGER
Line managers have Staffmanagers
direct authority to have the right to
issue orders advise others in
organization
