innovative ppt final (2)
TRANSCRIPT
INNOVATIVE HR PRACTICES FOR ORGANISATIONAL
SUSTAINABILITY
UNDER THE GUIDANCE OF:PROF.ASST MRS. MAMATHAMBA DEPT. SJBIT
PRESENTED BY:VIDYA.N.RAJUPRATHIMA E.GDEEPA.N
INTRODUCTION As the corporate and business process is growing in services and innovations,
the choice for a better job is huge for any employee in the present employment
scenario. Most challenging task for the human resource manager in the present
scenario is the talent hunt and hiring process and retention of talented as well
as most productive employees in the company. With most innovative human
resource management practices have a significantly higher rate of
retention and gross wellbeing of the employees which made the companies
a preferred place of work.
OBJECTIVES• To study innovative HR practices in organizations in order to attract
potential employees.
• To understand the importance of innovations in HR practices for
organizational sustainability.
• To understand how innovations in HR practices helping organizations to
create their brand image in the market.
VARIOUS HR PRACTISES
• The human resources management is a planned approach to manage
people effectively for performance. An practices that is followed is to increase
the competence, commitment, and to improve the culture of the organization.
Various HR practices include
• Traditional HR practices
• Innovative HR practices
TRADITIONAL HR PRACTISES
The human resources management traditional method focuses on personnel functions of an
organization.
1. Recruitment
• News paper
• Advertisements
• Local employment office..
2. Performance appraisal
• Critical incident method
• Paired comparison method
Cont….• Field review
3. Pay roll
4.Training and development
• Presentation method
• Hands on method
These are the various traditional method used in HR practices
INNOVATIVE HR PRACTISES
The human resource management innovative HR practices focusing on innovative practices
in the area of
1.Training and development
a) customer relationship training
b) computer based training
c) on line executive development programme
2.Performance appraisal
a) 360 degree appraisal
Cont…o Team appraisal
o MBO appraisal
o Balance score card
3. Industrial relations
• Incentives and flexible labor compensations
• Worker union officers
• Lay offs
• Collective incentive schemes
Cont…4.RECRUITMENT AND SELECTION
E- Recruitment
Professional associations
5. LEARNING AND DEVELOPMENT
SME’s(Subject Matter Experts)
Company follows a training policy to have seven days of training every year is mandatory for all employees, even this chairman and the directors.
The company gives equal importance to soft skill training. “ Out of box thinking is more important.
Cont…5. REWARDS AND RECOGNITION• Smart Work and Smart Reward• Variable pay• Bonuses• Profit sharing
6. COMPENSATION AND BENEFITSo Employees benefitso Retirement benefitso Pension plans
ADVANTAGES• Leadership skills
• Professional development
• Effective communication
• Develops creative and innovative skills
• Develops creative and innovative skill
• competencies as a compensation
DISADVANTAGES• Cost
• Employee privacy
• loss of subjectivity
• Difficulty of analysis
EXAMPLES OF COMPANIES WHICH FOLLOW INNOVATIVE HRPRACTICES:1. Google
2. Larsen and tourbo
3. Infosys BPO ltd.
LIMITATIONS OF THE STUDY• Since it is a conceptual study it gives only an overview of HR
practices in various organization.
• Time constraint.
• This topic is generally taken from the secondary data sources.
CONCLUSION
The term Creativity or innovation is highly subjective and
incapable of precise definition. Innovation keep changing from
time to time and hence adequate care should be taken by HR
Manager to design innovative practices. In the 21st century there is
an increasing necessity for innovative HR practices.
BIBILOGRAPHY
• 1.Elwood F. Holton II, James W. Trott, Jr., 1996, Trends Toward a Closer
Integration of Vocational Education and Human Resources Development,
Journal of Vocational and Technical Education, Vol. 12, No. 2, p7
• 2. James L (1998). Understanding Employee Motivation. N/A June 1998, Vol.
36
• 3.kathryn shaw-stand ford edu.com –The value of innovative human resource
management practices.
• 4. International Journal management volume-1,No.1,june 2010.