Assignment 1 1. Define HRM and SHRM. 2.
Bring out and describe various challenges of SHRM
Assignment 2 1. Differentiate traditional v/s SHRM approaches. 2. Describe hierarchy model of SHRM. Assignment 3 1. Briefly draw & explain SHRM model for some company, preferably of other industry. 2. Study your company and draw SHRM Models. Assignment 4 1. Study HRP points in ppt slides(to be sent in coming mail), and prepare a NOTE on HRP for your or some other company.
Assignment 1:
1. Define HRM and SHRM. HRM: HRM
manner. is the process of managing people in organizations in a structured and thorough
According to Schuler HRM strategies are essentially plans/programs/initiatives which address and solve fundamental strategic issues pertaining to HR management.
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
SHRM: SHRM refers to integrating HRM strategies into corporate strategies. According to Greer SHRM focuses on alignment of the organizations HR practices, polices and programs of HR with the corporate and business unit plans.
SHRM is generally perceived as a distinctive approach to managing people which seeks to achieve competitive advantage through the strategic development of a highly committed and capable workforce
2. Bring out and describe various challenges of SHRM
An increase in HR's global responsibilities. Of HR executives surveyed, 45 percent have taken on global roles within the last three years, while 40 percent have assumed such responsibilities within the past 12 months alone.
A heightened emphasis on workforce mobility. It is becoming even more important for companies to manage the logistics of moving employees from country to country properly, as well as to track the costs and measure return on investment on global mobility.
More stringent governance and compliance requirements that vary dramatically by region. Many find it difficult to ensure that they are up to date and compliant with legal policies in the many countries and regions within which they operate, while others cannot confirm whether they have implemented legislative changes that are a year or two old.
Cost savings through standardization of benefits self-service. It is critical that companies ensure compliance with host country benefits regulations, and provide a total rewards package that is competitive with those offered by other firms in the same industry. A continuing challenge is the lack of standardization across geographies, leaving globally mobile employees unable to access the same benefits self-service functions across locations. Without a consistent online
system to answer their benefit questions, many expatriates find it difficult to get the details they need to make informed benefit decisions.
Rapid employee growth in emerging markets. Many companies have more than half of their workforce located outside of their corporate home country or region, and parts of Asia and Eastern Europe are increasingly home to multinational operations. But these regions are still relatively new to benefits outsourcing. While eager to embrace self-service, they must balance the labor and technology costs of doing so.
Assignment 2
1. Differentiate traditional v/s SHRM approaches. Traditional SHRM are Staff Specialists (advisory) Employee Relation Transactional, Change Follower Bureaucratic Tight division of labor /Rigidity Cost Centre Commodity
Whereas Strategic SHRM is Line Managers ( Business Partnering) Partnering with Internal /External customers
Transformational /Change Leader Broad, Flexible, Multi skilling Investment Centre Potential /Innovative 2. Describe hierarchy model of SHRM. Basic compliance ( Local statutory regulations) Efficient HR Processes Effective HRM Programs/ Initiatives Alignment with other Functions of the Business /Departments Alignment with Corporate Strategy
