Student PPT 1

Let’s get introduced..!
COURSE OUTLINE -
POLL 1
Human resources management is
1. Strategic approach to the effective management of people

2. Support function
3. Combination of human resource functions
4. Subject for HR people
“PERSONNEL MANAGEMENT”
To
“Strategic Human Resource Management”
“The way management treats the employees is the

way employees will treat the customers.”
Evolution of SHRM
• 1930s/40s
Personnel • Administrative
management linkage
• Early 1970s
Human resource • One way/Two
management way linkage
Strategic Human • Early 2000s

resource • Integrative
management linkage
HR?!
What is HRM?
– Strategic approach to the effective management of people
in an organization such that they help their business gain a
competitive advantage.
– Maximize employee performance in service of an
employer's strategic objectives.
• Two questions :
– For a line manager, “Does it matter?”
– If yes, “Why does it matter?”
Evolution of HRM in India
• Arthasastra –
– Job description of supervisors
– Performance pay of goldsmiths
• Ancient society –
– organized as per occupations
• Trade relationship with Europe - Crafts
– 17th century even before the relationship with Arab/South
east Asian countries
• Employer – Employee = Master – servant
• Formal industrial organization – 1850 – Europe established
factories (cotton & jute) in India.
• British rulers formalised the system
• Trade Unions – Mahatma Gandhi (Textile Labour association in 1920,
Ahmedabad) – Influential
• 1929- 1931 – The Royal Commission on Labour – Labour and social

security legislations by appointing labour officers (Modern times
movie)
• Tata Steel – Jamshedpur – Welfare measures – before mandated by

law
• Post independence - Mixed economy as growth model – Classified

industrial organization -Public and private sectors
• 1970-80’s –Organizations had Personnel administration, IR
and Labour welfare - Crisis or Issue driven role
• Managerial Unionism - Establishment of management

training institutes and business schools like IIMs, XLRI –
Modern principles in industry
• Mid 80s – Udai Pareek and TV Rao – HRD concept and

Development oriented HR systems
• Systematic attention to HRM – Organizational effectiveness

– Involvement of line and HR managers
• 1992 – Indian companies faced MNCs competitions –

Towards total HRM
History of HR
So what is Strategic Human Resource Management?
Is it about long-range strategic planning?
Is it about day-to-day strategic management?
Or is it about both?
Strategic HRM Defined
Strategic HRM is the process of

defining how the organization’s goals
will be achieved through people by
means of HR strategies and
integrated HR policies and practices
with business goals.
Let’s think
• A company which taps your memory right

now.
• Why do you think this company stands out
among its competitors?
• Discuss in terms of SWOT analysis
Competitive Advantage
Buzz word? Or Mantra!!?
• It means a superior, or distinctive competence in

some function related to competition
• Only a strength that is superior/distinctive relative to

competition can be a competitive advantage.
• It can either be cost advantage (e.g.) Walmart or it

can be differentiation advantage (e.g.) Apple
Sources of competitive advantage
• Before 90’s – Cost, product etc.,

• Post 90’s – Strategy, core competencies etc.,
• Early 2000’s – Technology
• Now – “People”
In highly competitive global economy, the factors

such as capital, technology, raw materials and
information are increasingly able to be duplicated…
• The basic idea: establishing and maintaining competitive
advantage through people.
People resources
• Competitive advantage:and Competitive Advantage
– Valuable, rare, non-substitutable
– Achieved not through strategy, but strategy implementation
Shaping HR functions
• VUCA World– (Volatile, Uncertain, Complexity and
Ambiguity) – Skill enhancement
• Uberization of HR - SMAC (Social Media, Mobility,

Analytics and Cloud*) – Impact on Sectors/HR functions
• *69% of firms are moving to cloud to drive higher user

adoption of HR systems (NASSCOM report, 2016)
AI HR Bot “MOON”
HR leaders on the talent buzzwords (2018)
• “HR to go digital”
– - Anuranjita Kumar, Chief Human Resources Officer, Citi
South Asia
• “Workplaces will transform”
– - Piyush Mehta CHRO, Genpact
• “Make, not buy, talent”
– -K Ramkumar Executive Director, ICICI Bank
• “Learning agility to rule”
– - Abhijit Bhaduri Chief Learning Officer, Wipro
Top 5 HR game changers*
• HR – Business alignment
• Multigenerational workforce
• Innovation and Risk taking culture (e.g., Eureka Forbes, Lemon tree
hotels, Kolapasi)
– https://www.ft.com/content/4257b9bc-e4e0-11e7-a685-5634466a6915
– https
://www.thehindu.com/society/giving-transgenders-a-shot-at-a-normal-ca
reer/article18455791.ece
• Developing leaders (Make not buy talent)
• Evolution of Performance Management Systems
*Randstad’s Survey – Economic times

Let’s listen to Steve Jobs!
POLL 2
The key message conveyed by Steve Jobs
1. Team work helps in organizational success

2. People management is key for organizational success
3. Conflicting ideas leads to innovation
4. Flat organization structure will lead to success
HR – Transition Phase
• Change in Workforce
(tech savvy, creative, less loyal)
• Employee centric HR
(Learning & Development, Flexible working hours, wellness
programs, leadership planning)
• Mobile, Big Data & Analytics
(Feedback, Entrance to exit) – Eg. Google
• Employer branding
(to attract best talent, infrastructure, culture etc.) Eg. Facebook,
Amazon
Key Learnings
• “Strategic” – is a dynamic word and so as the process of SHRM.
• People, People and people – Are the game changing resources

who make big difference in tomorrow’s world.
• In an economy where the only certainty is uncertainty, the one

sure source of lasting competitive advantage is
“HUMAN RESOURCES”
POLL 3: LAST POLL FOR THE DAY..!!
Why HR is important to me?
1. People management is a very important function

2. Functional managers are also people managers
3. Knowledge of HR helps in career success
4. Everyone wil have to face HR function irrespective of subject specialization

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Let’s get introduced..!

1. Strategic approach to the effective management of people

“The way management treats the employees is the

Strategic Human • Early 2000s

• 1929- 1931 – The Royal Commission on Labour – Labour and social

• Tata Steel – Jamshedpur – Welfare measures – before mandated by

• Post independence - Mixed economy as growth model – Classified

• Managerial Unionism - Establishment of management

• Mid 80s – Udai Pareek and TV Rao – HRD concept and

• Systematic attention to HRM – Organizational effectiveness

• 1992 – Indian companies faced MNCs competitions –

Is it about long-range strategic planning?

Is it about day-to-day strategic management?

Strategic HRM is the process of

• A company which taps your memory right

• It means a superior, or distinctive competence in

• Only a strength that is superior/distinctive relative to

• It can either be cost advantage (e.g.) Walmart or it

• Before 90’s – Cost, product etc.,

In highly competitive global economy, the factors

• Uberization of HR - SMAC (Social Media, Mobility,

• *69% of firms are moving to cloud to drive higher user

*Randstad’s Survey – Economic times

1. Team work helps in organizational success

• People, People and people – Are the game changing resources

• In an economy where the only certainty is uncertainty, the one

Why HR is important to me?

1. People management is a very important function

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