1. HRM Session 3 : Challenges to HR Professionals Source : Personnel Management by Edwin B. Flippo (pg:10-22)

2. Challenges faced by current crop of HR professionals  Changing mix of the work force  Changing personal values of the work force  Changing expectation of citizen-employees  Changing levels of productivity  Changing demands of government

4. Changing mix of the work force  Increased no.of minorities entering occupations requiring greater skills  Are they equipped with required levels of skills & education  Increasing levels of formal education for the entire work force  Jobs don’t match with the personnel  Frustration, absenteeism, grievances, turnover  More female employees  Is it better?  Increased consumer spending  Adaptability to unemployment  Overall rise in productivity  Increased tendency to acquire professional education & training

5. Surprise greetings  As a working mother with an office in my home, I pride myself on maintaining a professional image. One key to that image is my answering-machine greeting, which is often the first contact clients have with me. I worked on making it sound upbeat and enthusiastic, and thought I had succeeded until a friend left this message: "Judy, this is Pam. I love your greeting, but do you know that you can hear your little boy in the background saying, 'Mommy, I gotta go potty'?"

6. Changing mix of the work force  More married female employees  More working mothers  How best to help them  Flexi hours  Job sharing  Child care  Blue collar to white collar shift  White collar employees do not tend to form unions  Have greater expectation in terms of individual treatment  Difficult of evaluate performances  Leads to participative appraisal systems like “management by objectives”

7. Changing personal values : Earlier days Work Work ethicHonestyfrugalityProductivityEfficiencyeffectiveness

8. Changing personal values : Now Existential view Familyleisurevacations Meaning of life Self expression Quality of life

9. How to tackle changing personal views  Assign repetitive, less challenging jobs to those willing  Pay for the skills possessed than skills demanded by job  Fringe benefits  Flexi time  Flexible starting time usually a band  Core working time where all are present  Flexible leaving time  Issues : no of hours worked, monitoring, customer confusion  Benefits  Enhanced productivity  Reduced employee tardiness & absenteeism  Improved moral & reduced turn over

10. Changing expectation of citizen employees  External rights of citizenship penetrating business enterprises  Freedom of speech  Whistle blowing  When is it acceptable  Proven desire to improve organization or protecting public  Right to privacy  How much to divulge while joining an organization?  Organizations are prying on employees life  Employee perceives invasion of privacy when  personal info distributed without permission  Personality info rather than productivity data is disclosed  Personal info distributed to outsiders

11. Changing levels of productivity  Productivity changes because of  Laws & regulations regarding environmental protection, health & safety.. Have increased cost of doing business  New employees into business increased because of laws  Influx of female & minorities makes productivity dive in the initial periods  Mangers having short term goals tend to concentrate more on marketing and ignore vital research, development & new plant investments  Maturing economies shift from manufacturing to service and achieving higher productivity levels in a service economy becomes difficult  Adverse relationships with labor unions  Employee alienation & poor employee attitudes

12. Changing demands of government  Government rules keep on changing regarding the operative functions of HRM  HR needs to keep himself updating and reacting proactively  Balancing organization objective and government legislations becomes a challenge

13. Some more challenges for the new age HR professional

14. HR Management Challenges  Globalization of Business  The threat of terrorism- How does this impact what we do?  Economic and Technological Changes  Occupational shifts from manufacturing and agriculture to service industries and telecommunications.  Pressures of global competition causing firms to adapt by lowering costs and increasing productivity.  Technological Shifts and the Internet  Growth of information technology  Changing demographics

15. Fastest Growing Jobs to 2010 Source: U.S. Bureau of Labor Statistics, www.bls.gov.

16. HR Management Challenges Workforce Availability and Quality Concerns Inadequate supply of workers with needed skills for “knowledge jobs” 80% of manufacturing jobs report shortage of qualified workers Education of workers in basic skills Not enough specific skills, not enough technology skills Growth in Contingent Workforce Represents 20% of the workforce Increases in temporary workers, independent contractors, leased employees, and part-timers caused by: Need for flexibility in staffing levels Increased difficulty in firing regular employees. Reduced legal liability from contract employees Boeing Strategy- manage employment cycles in suppliers and partners

17. Quality of work life  QWL is the level at which the members of an org. can satisfy their personal requirements through their experience in the org.  Its main obj. is to focus on creating a good working environment as a result of which employees work together in a cooperative way and contribute their best in achieving the organizational goals  Employee expectations are  Fair & reasonable Pay  Safer Environment  Employee Benefits  Job Security  Job satisfaction  Empowerment  Career Opportunities