Hello All , Can anyone help me on preparing a PPT on "Emerging/Latest Trends in HR" which can be used for a presentation. Waiting for all your support. Regds Nisha
From India, Bangalore
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6From India, Bangalore
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Hi Nisha This is a presentation I made a year back in a NIPM conference You can develop on this Siva
From India, Chennai
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From India, Chennai
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hi nisha i hav some information hope so it will help u..
Latest trend of hr
In each area of HRM, there is at at least one new contribution everyday.
Some of the recent trends followed in India are:
1. Competency Mapping
2. Six sigma
3. SAP
However it all depends on the need of the organization what to use or not to use. Thus be clear on what exactly you are looking for or at least the area.
Regards
HR has to play a vital role in todays competitive age. Company's who are employee focus are able to retain the staff.
Involvement of employees in decisions, asking for their views, suggestions, keeping a continuous and close touch with them are kept on priority by many multinationals.
Appreciation and recognisation for thier outstanding contirbution boots the morale of the employee.
There are many more things aprat from this..
Talent Management
Organisational Growth & Strategic Human Resource Management
Organisational excellence through Leadership
Impact of Mergers & Acquisitions on Human Resources
HRD in Cross-Cultural Environment
Competency Mapping
Building High Performance Culture
E- HR
Outsourcing – Redefining Jobs and Work
Work-Life Balance in 24*7 Environment
1.GLOBALIZATION OF BUSINESS.
- creating a global mind-set within the HR group, creating
practices that will be consistently applied in different
locations/offices while also maintaining the various
local cultures and practices, and communicating a
consistent corporate culture across the entire
organization.
--------------------------------------------------------------
2. BUSINESS ALIGNMENT
-considering the HR function not as just an
administrative service but as a strategic business
partner.
Companies are involving the human resources
department in developing and implementing both
business and people strategies.
----------------------------------------------------
3.MOBILE CULTURE
- Communicate to all locations about a common
corporate culture.
- Allow local cultures to maintain their identity
in the context of the corporate culture.
- Establish common systems (e.g., accounting,
marketing, MIS).
- Provide management with education outlining
how the company does business.
- Create an organizational mission with input
from all locations.
- Create a written strategy outlining the
corporate culture.
----------------------------------------------------
4.NEW TECHNOLOGY IMPACT ON SKILLS REQUIREMENTS
Technology-related skills
• Skills in identifying new applications of technologies
• Skills in developing new technologies, or advancing existing technologies
• Skills in identifying technological solutions to problems
Operative/Technical skills
• Skills in operating new tools or equipment, or applying new methods/processes
• Skills in applying new processes or tools to existing work
• Skills in installing and maintaining new products, and
• Skills in manufacturing new products.
--------------------------------------------------------------------------
5.BUSINESS INNOVATION DEMAND ON MANAGMENT
Management skills
• Skills in identifying which innovation outcomes are appropriate for commercialisation
• Skills in knowing when and how to market a new product, tool or process (or other innovation outcome) successfully
• Skills in securing intellectual property rights over innovation outcomes
• Skills in setting up efficient manufacturing processes for new products
• Skills in negotiating appropriate training provision with education and training providers
----------------------------------------------------------------------------------
6.DEMAND FOR INNOVATION THROUGH TRAINING/DEVELOPMENT :
* Building an educated and highly skilled workforce.
*Becoming a leader in knowledge creation and innovation.
*Developing linkages, clusters and networks to become a more integrated and networked local economy.
*Fostering high levels of enterprise formation and business growth.
*Becoming a globally focused and internationally integrated economy.
*Creating a business environment and infrastructure base that facilitates business success.
establishing a culture of innovations THRU
#Co-operative Research Centres
#Knowledge and Technology Diffusion
#Technology, Research Parks and Precincts
#Education
#Commercialisation
------------------------------------------------------------------------------
7.IT TECHNOLOGY DEVELOPMENT.
-more systems / more software for the business means
different methods of working, which affect the working human resources.
HRM have to face / meet/ manage the human resources to deliver the results.
------------------------------------------------------------------------
8.OUTSOURCING OPPORTUNITIES
-the demand for cheaper labor forced the companies to
seek more destinations in the underdeveloped countries.
This created an enormous challenge to the HRM
to seek/develop/manage overseas HR.
-----------------------------------------------------------------
9.DEVELOPING ECONOMIES GROWTH RATE
-MAJOR ECONOMIC REFORMS
-the rapid development of underdeveloped countries
forced many companies to shift their production base
overseas.This created an enormous challenge to the HRM
to seek/develop/manage overseas HR.
-------------------------------------------------------------------------
10.RISE IN PER CAPITA INCOME
-the rise in per capita income created more educated
human resources.
FOR HRM, IT WAS A CHALLENGE TO
MAINTAIN/ MANAGE TALENTS.
regards
Anjali..
From India, Mumbai
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Latest trend of hr
In each area of HRM, there is at at least one new contribution everyday.
Some of the recent trends followed in India are:
1. Competency Mapping
2. Six sigma
3. SAP
However it all depends on the need of the organization what to use or not to use. Thus be clear on what exactly you are looking for or at least the area.
Regards
HR has to play a vital role in todays competitive age. Company's who are employee focus are able to retain the staff.
Involvement of employees in decisions, asking for their views, suggestions, keeping a continuous and close touch with them are kept on priority by many multinationals.
Appreciation and recognisation for thier outstanding contirbution boots the morale of the employee.
There are many more things aprat from this..
Talent Management
Organisational Growth & Strategic Human Resource Management
Organisational excellence through Leadership
Impact of Mergers & Acquisitions on Human Resources
HRD in Cross-Cultural Environment
Competency Mapping
Building High Performance Culture
E- HR
Outsourcing – Redefining Jobs and Work
Work-Life Balance in 24*7 Environment
1.GLOBALIZATION OF BUSINESS.
- creating a global mind-set within the HR group, creating
practices that will be consistently applied in different
locations/offices while also maintaining the various
local cultures and practices, and communicating a
consistent corporate culture across the entire
organization.
--------------------------------------------------------------
2. BUSINESS ALIGNMENT
-considering the HR function not as just an
administrative service but as a strategic business
partner.
Companies are involving the human resources
department in developing and implementing both
business and people strategies.
----------------------------------------------------
3.MOBILE CULTURE
- Communicate to all locations about a common
corporate culture.
- Allow local cultures to maintain their identity
in the context of the corporate culture.
- Establish common systems (e.g., accounting,
marketing, MIS).
- Provide management with education outlining
how the company does business.
- Create an organizational mission with input
from all locations.
- Create a written strategy outlining the
corporate culture.
----------------------------------------------------
4.NEW TECHNOLOGY IMPACT ON SKILLS REQUIREMENTS
Technology-related skills
• Skills in identifying new applications of technologies
• Skills in developing new technologies, or advancing existing technologies
• Skills in identifying technological solutions to problems
Operative/Technical skills
• Skills in operating new tools or equipment, or applying new methods/processes
• Skills in applying new processes or tools to existing work
• Skills in installing and maintaining new products, and
• Skills in manufacturing new products.
--------------------------------------------------------------------------
5.BUSINESS INNOVATION DEMAND ON MANAGMENT
Management skills
• Skills in identifying which innovation outcomes are appropriate for commercialisation
• Skills in knowing when and how to market a new product, tool or process (or other innovation outcome) successfully
• Skills in securing intellectual property rights over innovation outcomes
• Skills in setting up efficient manufacturing processes for new products
• Skills in negotiating appropriate training provision with education and training providers
----------------------------------------------------------------------------------
6.DEMAND FOR INNOVATION THROUGH TRAINING/DEVELOPMENT :
* Building an educated and highly skilled workforce.
*Becoming a leader in knowledge creation and innovation.
*Developing linkages, clusters and networks to become a more integrated and networked local economy.
*Fostering high levels of enterprise formation and business growth.
*Becoming a globally focused and internationally integrated economy.
*Creating a business environment and infrastructure base that facilitates business success.
establishing a culture of innovations THRU
#Co-operative Research Centres
#Knowledge and Technology Diffusion
#Technology, Research Parks and Precincts
#Education
#Commercialisation
------------------------------------------------------------------------------
7.IT TECHNOLOGY DEVELOPMENT.
-more systems / more software for the business means
different methods of working, which affect the working human resources.
HRM have to face / meet/ manage the human resources to deliver the results.
------------------------------------------------------------------------
8.OUTSOURCING OPPORTUNITIES
-the demand for cheaper labor forced the companies to
seek more destinations in the underdeveloped countries.
This created an enormous challenge to the HRM
to seek/develop/manage overseas HR.
-----------------------------------------------------------------
9.DEVELOPING ECONOMIES GROWTH RATE
-MAJOR ECONOMIC REFORMS
-the rapid development of underdeveloped countries
forced many companies to shift their production base
overseas.This created an enormous challenge to the HRM
to seek/develop/manage overseas HR.
-------------------------------------------------------------------------
10.RISE IN PER CAPITA INCOME
-the rise in per capita income created more educated
human resources.
FOR HRM, IT WAS A CHALLENGE TO
MAINTAIN/ MANAGE TALENTS.
regards
Anjali..
From India, Mumbai
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Hi ! I got presentation from a friend who attended a seminar recently. He noted down some contents and prepared this. Hope this has some inputs for you. - Hiten
From India, New Delhi
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From India, New Delhi
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Dear, Anjali has given the modern trend in the HR.And the PPT presentation are also good ones Keep going. Regards, Benance
From United Arab Emirates, Abu Dhabi
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From United Arab Emirates, Abu Dhabi
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Thank you, Anjali and Shiva,
This was very useful for me. However, I have a doubt. In my case, I've been in the HR field for the past 1.3 years. I have worked as an HR Assistant, Trainee Payroll Executive, and now as a Payroll Executive. But at my present company, they want me to be an Accounts Executive, which I'm not interested in. I am searching for a job as an HR Generalist, but I am only receiving offers for HR Executive (Recruitment) positions. Should I consider taking up that offer? Will I have a future in that? I need your advice on this.
Warm Regards,
Abi
From India, Madras
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This was very useful for me. However, I have a doubt. In my case, I've been in the HR field for the past 1.3 years. I have worked as an HR Assistant, Trainee Payroll Executive, and now as a Payroll Executive. But at my present company, they want me to be an Accounts Executive, which I'm not interested in. I am searching for a job as an HR Generalist, but I am only receiving offers for HR Executive (Recruitment) positions. Should I consider taking up that offer? Will I have a future in that? I need your advice on this.
Warm Regards,
Abi
From India, Madras
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Hi there,
It depends on your qualifications too. If you want to be an HR Specialist, you need to have good qualifications. What is an HR Generalist? I am not very convinced about this terminology. I already posted one reply a few days back.
To head the HR function in due course of time, you should have gone through all aspects of HR. What do you think an HR Generalist does? Write it down. Then, see whether there is any value addition. If you think you can add value to that job, then focus on becoming an HR Generalist in due course of time. Otherwise, you can specialize in recruitment.
Siva
From India, Chennai
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It depends on your qualifications too. If you want to be an HR Specialist, you need to have good qualifications. What is an HR Generalist? I am not very convinced about this terminology. I already posted one reply a few days back.
To head the HR function in due course of time, you should have gone through all aspects of HR. What do you think an HR Generalist does? Write it down. Then, see whether there is any value addition. If you think you can add value to that job, then focus on becoming an HR Generalist in due course of time. Otherwise, you can specialize in recruitment.
Siva
From India, Chennai
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Dear Shiva,
I am pursuing B.Com 2nd year through distance education at Madras University and have 1.3 years of experience. I aspire to build my career in HR and believe that I can excel in an HR generalist profile. Just wanted to inform you about this. I am open to any suggestions you may have.
With Regards,
Abi 🌀🌀
From India, Madras
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I am pursuing B.Com 2nd year through distance education at Madras University and have 1.3 years of experience. I aspire to build my career in HR and believe that I can excel in an HR generalist profile. Just wanted to inform you about this. I am open to any suggestions you may have.
With Regards,
Abi 🌀🌀
From India, Madras
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The biggest change is the shift in the sheer character of what we traditionally define as HR. From being a mere support function, HR is now evolving into a business driver.
Please take a look at the attached PPT. It is a segment from a presentation I delivered a couple of months ago.
Cheers,
Navneet Chandra
From India, Delhi
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Please take a look at the attached PPT. It is a segment from a presentation I delivered a couple of months ago.
Cheers,
Navneet Chandra
From India, Delhi
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Hi Nisha Now that you have lots of materials, whatevr you prepare should be shared soon Can we wait to see what you have prepared?? :) :) :) Siva
From India, Chennai
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From India, Chennai
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RAVI SONAIYA Can anyone help me on preparing a PPT on "Emerging/Latest Trends in HR" which can be used for a presentation. Waiting for all your support. Regds RAVI
From India, Bangalore
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From India, Bangalore
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
HR Trends - Global HR practices.doc
Trends in HR.ppt
Emerging HR Trends.pdf