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BRING US TO THE AWARENESS OF SO CALLED ³EMERGING CHALLENGES IN HUMAN RESOURCE MANAGEMENT´ .THE FACT THAT FUTURE MAY POSE TOTALLY NEW PROBLEMS DUE TO DIFFERENT KIND OF CHANGES AND PRESSURES IN THE BUSINESS ENVIRONMENT AND THAT THE CURRENT STRATEGIES MAY PROVE INADEQUATE.

SURVEY .UNDERSTAND & PREDICT CHANGES IN FOLLOWING SUB- ENVIRONMENTS:- þTechnological developments þChanges in economic environment þChanges in legal environment þChanges in socio-cultural environment .

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& m Ê Technology is making silent but sweeping changes. NUMERICALLY CONTROLLED PRECISION MACHINE TOOLS TECHNOLOGY OFFICE TELE SYSTEMS CONFERENCE .

innovativeness. at the junior and middle level requiring specialist skills than positions. .. more personal dynamism. IMPACT OF THESE CHANGES:- R Upgrading of the Skills at Lower Levels & technical-orientation becomes a necessity hThere will be more positions. Again. requiring standardized routine work. zest for excellence etc. more self responsibility. will be on demand. originality. better imagination. better appreciation of time.

confidence and respect. providing challenge and partnership and developing perceptions of common goals of organization .hAt every level. more time and energy will have to be devoted for communication with people at next lower level. showing a sense of mutual trust. involving them.

aptitudes and work ethics that make up new jobs. The need to rationalize selection and recruitment procedures and employee training. The organization will be under greater pressure to locate people with required aptitudes and skills. than is done now.CHALLENGES è. skills. This is so because in a complex technology. responsibilities. Identifying more precisely. the duties. 2. human error is more costly than in the case of traditional technological set up . by applying scientific job analysis techniques.

Assisting the organization to introduce new technological changes . The need to establish a more clear-cut link between employee performance and administration of rewards by instituting objective performance appraisal system : The knowledge workers would expect a clearly perceivable link between their efforts (performance) and administration of rewards (salary and other monetary and non-monetary þuse of scientifically developed system of Performance Appraisal. 4.-.

 . there is need to develop a sense of accountability. etc. along with democratization.Democratizing the work culture is not a ¶panacea· for all organizational evils. De-centralisation of the internal structure in response to external pressure for democratization may not be economically productive. work planning. Thus. These can often pose additional challenges.. and productivity and quality consciousness by introducing appropriate practices such as goal setting. It can even be counter productive. . review.

The cost of production goes up due to EXPECTATIONS increase in the cost ofOF WORK inputs FORCE and wage bills.CHANGES IN LEGAL & ECONOMIC ENVIORNMENT 1.INDUSTRIAL RELATIONS AND EMPLOYEE WELFARE POLICIES OF OUR GOVERNMENT 2. both of which are due to inflationary pressures Changesin the economy. .CHANGES IN SOCIO CULTURAL -.

The Management cannot easily take punitive disciplinary action against workers for misconduct or to get from them a fair day·s work R 2. the Managers will be under pressure to realize employee productivity R -. because of its pro-labour oriented polices. .Because of mounting costs of production.CHALLENGES R è.The Management cannot expect much support from the Government either in conciliation or in arbitration to settle the disputes in their favour.

Developing new knowledge and skills regarding the group processes necessary to run joint forums and training non-personnel people and line executives in those skills are going to be new challenges in future .4.

Expansion of role boundaries of personnel functions 2.Enriched professionalism . ÊSuch problems shall increase in future ÊBiggest Challenges faced would be:- è. ÊLeading to formation of unions by lower and middle level management against top level management ÊRelationship between top and middle level management has taken shape of open conflict in many public undertakings. SOCIO-CULTURAL CHALLENGES ÊHuge gap between socio-cultural expectations of employees and the organizational opportunities for their fulfillment.

.The personnel People have to equip themselves better with skills in dealing with the human side of the enterprise 2.They would be able to go in for management applications based on Behavioural Science and Technology.ENRICHED PROFESSIONALISM è.

training. institutionalization of participatory forums and compensation plans with special reference to linking rewards to productivity . job analysis and work design. placement.EXPANSION OF ROLE BOUNDARIES Pre-occupation with the administrative and legalistic duties of Personnel function will progressively give way to more in-depth professional work. intervention and application in such areas as scientific selection.