hr ppt
TRANSCRIPT
INNOVATIVE HUMAN RESOURCE PRACTICES AT A GLOBAL PERSPECTIVE
BY GROUP NO. 3
GROUP MEMBERS
Fatima Ansari 3502 Gladisa D’mello 3511Savia D’mello 3512Roneisha Menezes 3532Manasi Raikar 3546Relissa Rodricks 3548
INTRODUCTION
What is Globalization?• Multi-Nationals Started Along With Globalization
• Benefits Of Multi-Nationals On Their Home Country
INTERNATIONAL HRM
Need For International HR Strategies Aspects In International HRM Leading To
Competitive Advantage
CULTURE IN THE ORGANIZATION National culture shapes the
organization through values and attitudes which leaders bring into the organization.
According to Hofstede (1991) culture has different layers:
It consist of symbols.
Heroes constitute the second level of culture.
The third level of
culture consist of rituals.
The deepest level of culture
consist of shared values.
Two Aspects Of Cultural Diversity
(a) Global Cultural Diversity
(b) Work Force Diversity In an Organization
IHRM IN CROSS CULTURES Cross-cultural training equips the
managers with knowledge, skills and attitudes.
They are Inter-personally adjusted and effective and they take interest in interacting with locals capably.
Thus they become professionally effective.
FACTORS INFLUENCING DIFFERENT ORGANIZATIONAL CULTURES IN INDIA
Geographical Factors in
Indian Sub-continent
Language
Religion Education
INNOVATIVE HUMAN RESOURCE PRACTICES
E-recruitment
ADVANTAGESCost efficient
Time saving device
Provides clarity
Scope for better match
Lesser paper work
E – LEARNING
“Learning :Anything, Anytime, Anywhere"
The core of a learning strategy that incorporates technology is on-line learning.
PSYCHOMETRIC ASSESSMENT TESTS
The psychometric test covers the personality scales and the ability tests and compares the same with the key attributes of the position identified in Company.
The Online Psychometric Assessment System .
measure psychological characteristics
Job Rotation
Job rotation
Advantages of Job Rotation:
Burnout Reduction
Increased Employee Satisfaction
Employee Motivation
COMMUNICATION CHANNEL
360 DEGREE FEEDBACKAlso known as multi-rater
feedback, multisource feedback, or multisource assessment.
The results are often used by the person receiving the feedback to plan training and development.
FEED
BACK
subordinate
peerssupervisors
It refers to all systematic activities for creation and sharing of knowledge for the success of the organization.
A Community of Practice is one such useful structure used in large organizations.
HR has a pivotal role to play.
KNOWLEDGE MANAGEMENT COUNCIL
EMPLOYEE SATISFACTION SURVEY Help employers
measure their employees' attitude, opinions and satisfaction level.
The facets of employee satisfaction measured vary from company to company.
MULTI-SKILLING
It is a formal approach to train individuals to undertake a variety of work tasks within the same organization.
It is helpful to ensure that appraisal and reward systems also reflect its importance.
Taurian Iron and Steel Pvt. Ltd.
It was set up in the year 1997.
It is now the flagship company of ‘The Taurian Group’.
One of the leading Iron ore exporters.
To focus better on Global opportunities there is also a setup at Jakarta, Indonesia.
OBJECTIVES
To understand the implementation of innovative HR practices in an organization.
To analyze the effect of culture on the employee morale and the relationship between culture and innovation.
To understand the effect and outcomes of innovative human resource practice in an organization.
RESEARCH METHODOLOGY
Sample SizeGender No. of Employees
of the Organization
Male 13
Female 5
Total 18
Data Collection• Primary Data• Secondary DataProfile of Target Audience• Non-probability Sampling• Heterogeneous AnswersLimitations• A one to one interview with the
General H.R Manager.
QUESTIONNAIRE FILLED BY THE EMPLOYEES OF TAURIAN
Q1. Rate your work environment due to implementation of various HR Practices……
Execel-lent61%
Good39%
Q2. Implementation of various innovative HR Practices has resulted into…………….
Organizational progress89%
No major effect11%
Q3. If a problem arises in an organization, it is handled by……………….. (Communication channel)
Asking super-visors for ad-
vice50%
Learning to de-
pend on yourself
18%
Discuss during
an office meeting
32%
Q4. E-Learning approach i.e. “Anything, Anytime, Anywhere”, has it developed the skill of employees, reducing time and cost of an organization……..
Yes89%
No11%
Q5. According to you, has modern technology played a major role in framing innovative HR Practices……… (E- Recruitment, E-Learning)
Yes83%
No17%
Q6. Do you think that the Indian perception is creating problems in adopting practices at global level………………. (Recruitment on basis of merit)
Yes78%
No22%
Q7. Has innovative HR Practices like Job Rotation, Job Enrichment, E-learning etc. made your job more interesting……..
Yes56%
No44%
Q8. Has innovative HR Practice been helpful for your working environment…….If yes, please mention
Yes72%
No28%
QUESTION’S TO THE GENERAL H.R MANAGER - COL. MENDONCA
What are the innovative H.R practices that your company follows?
Do innovative H.R practices prove beneficial to your organization?
Does the company recognize the accomplishment of the workers?
How important to you is the performance appraisal of the company?
Do you think there is an effect of culture on employee morale?
According to you, is there a problem in adopting the innovative H.R practices because of Indian employee perception?
According to you, what are the outcomes of innovative H.R practices?
CONCLUSION
