hrm in knowledge economy
TRANSCRIPT
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Murk Pinjani
Zehra Hasan
Murtazain Shoaib
Tayyab Ahmed Chughtai
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Developed economies
have gained their leading
edge through investing in
information technologies
Skill, information and
potential for innovation
are now intangible assets
Responsibility of the HR to
provide these
Key reasons for giving
companies a competitiveedge and the success of
economy
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is an active transformation from something in itself, to
something useful, useable and used
Many people think that it will change the work environment
completely
However, companies have always been driven by improving
technology and innovation through attaining knowledge.
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"The basic economic
resource - the means of
production - is no longer
capital, nor naturalresources, nor labor. It is
and will be knowledge."
-Peter Drucker
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Knowledge economy
technology, diversity,
globalization
Major shift in HR practices
Focus facilitating
knowledge, building
relationships,
intermediating human
capital and specializing in
deployment. Fourfold involvement
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Domains focused:
Strategy
Recruitment and
Selection Policies
Training and
Development
Performance
Management
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Microsoft evaluates the
performance of each employee
through there applicant
process
Also offered stock options
Goals that are ought to be
achieved by the employees are
measurable throughperformance objectives, which
are:
S = Specific
M = Measurable
A = Attainable
R = Result based
T = Time bound
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A training system LEAP isin place at Microsoft fortraining employees which
stands for leap engineeracceleration program
Number of trainingprograms includes:
Computer/softwaretraining
Linguistic training
Product training
Program for developingLeadership
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Microsoft prefers intelligence
over experience
Recruiting people from the topeducational institutions
Selection process
Interview(by 3 to 10
managers)
Interview by senior
manager
Interview by someone
who is not the member of
the hiring group
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Performance Culture
Model``
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knowledge workers are more
suitable in designing activities
to motivate the employees
Knowledge is gaining more
worth comparative to other
tangible assets
According to Lehnick, HRM
cannot afford to operate in the
traditional manner
Focusing on developing an
employee instead of merely
filling in vacancies.
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Focusing on developing an employee instead of merely filling in
vacancies.
Microsoft is more drawn towards the power of its people rather thanits manufactured products.
Fresh graduates from leading educational institutes an obtain themost energetic and intelligent crowd to work for them.
Employees are their most valuable assets they offer them substantial
bonuses and incentives to keep them highly motivated
Maximize the value of their employees and improve theirperformance.