m m


mm
 

m

m m m
Ê| 
 

Ê


 
 |mm  m |

m!m
"

Ê| # 

$%#
 


   
 $

Ê   

&&
" ' 
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, BRING US TO THE
AWARENESS OF SO CALLED
³EMERGING CHALLENGES IN
HUMAN RESOURCE MANAGEMENT´
SURVEY ,UNDERSTAND & PREDICT
CHANGES IN FOLLOWING SUB-
ENVIRONMENTS:-

þTechnological developments

þChanges in economic environment

þChanges in legal environment

þChanges in socio-cultural
environment
 m  |m!m & m

Ê Technology is making silent but sweeping

changes.
NUMERICALLY
CONTROLLED
PRECISION MACHINE
TOOLS

TECHNOLOGY
OFFICE TELE
SYSTEMS CONFERENCE
 IMPACT OF THESE CHANGES:-

R Upgrading of the Skills at Lower Levels &

technical-orientation becomes a necessity
hThere will be more positions, at the junior and
middle level requiring specialist skills than
positions, requiring standardized routine work.
Again, more self responsibility, originality,
innovativeness, better appreciation of time, more
personal dynamism, better imagination, zest for
excellence etc., will be on demand.
hAt every level, more time and energy will have to
be devoted for communication with people at next
lower level, involving them, showing a sense of
mutual trust, confidence and respect, providing
challenge and partnership and developing
perceptions of common goals of organization
CHALLENGES

è. Identifying more precisely, than is done now,

the duties, responsibilities, skills, aptitudes and
work ethics that make up new jobs, by applying
scientific job analysis techniques.

2. 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.
This is so because in a complex technology,
human error is more costly than in the case of
traditional technological set up
-. 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.Assisting the organization to introduce new

technological changes
  .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.
It can even be counter productive. Thus, along with
democratization, there is need to develop a sense of
accountability, and productivity and quality
consciousness by introducing appropriate practices
such as goal setting, work planning, review, etc., These
can often pose additional challenges.
CHANGES IN LEGAL &
ECONOMIC
ENVIORNMENT

1.INDUSTRIAL RELATIONS AND

EMPLOYEE WELFARE POLICIES OF
OUR GOVERNMENT
2.CHANGES IN SOCIO CULTURAL
-.The cost of production goes up due to
EXPECTATIONS
increase in the cost ofOF WORK
inputs FORCE
and wage bills,
both of which are due to inflationary
pressures
Changesin the economy.
CHALLENGES
R è.The Management cannot easily take punitive
disciplinary action against workers for misconduct
or to get from them a fair day·s work
R 2.Because of mounting costs of production, the
Managers will be under pressure to realize
employee productivity
R -.The Management cannot expect much support
from the Government either in conciliation or in
arbitration to settle the disputes in their favour,
because of its pro-labour oriented polices.
4.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
 SOCIO-CULTURAL CHALLENGES

ÊHuge gap between socio-cultural expectations of employees and the

organizational opportunities for their fulfillment.
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.
ÊSuch problems shall increase in future
ÊBiggest Challenges faced would be:-

è.Expansion of role boundaries of personnel functions

2.Enriched professionalism
ENRICHED PROFESSIONALISM

è.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,
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, placement,
training, job analysis and work design,
institutionalization of participatory forums and
compensation plans with special reference to
linking rewards to productivity