By, Aishwarya Chachad Muskaan Gupta Sourav Bhattacharjee Hemanshu Chawla Arijit Mukherjee Rahul Garg

y Topics to be covered:  Sound IR  Dual career couples  Flexi-working hours  Work from home facility  Employee engagement

Prevalent concerns of HRM

Personnel policies and managerial practices and systems that influence the work force. 2. Decisions that affect the workforce of the organization 3. HR Managers spend 50% of their time on HR activities such as hiring, evaluating, discipline and scheduling employees. 4. HRM department help organizations with all activities related to staffing and maintaining an effective workforce.
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Prevalent concerns of HRM

y HR responsibilities include:

work design, 2. job analysis, 3. training & development, 4. recruiting, 5. compensation, 6. team building performance management & appraisal, 7. worker health and safety issues. y HRM department provides the tools, data and processes that are used by line managers for their job.
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Todays increased concerns of HRM

y Today the HR Manager has to deal with employee

fatigue, employee leave and workforce management software's. y HR Manager has to deal with revenue generation for the company and to retain employees.

Industrial Relations
IR means the relationship between employees and the management in the day to day working environment. 2. IR is the outcome of the practice of HRM & employee relations 3. The relations emphasize on accommodating employees interests, value & needs. 4. IR are governed by rules & regulations concerning work, work place and working conditions.
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Functions of Sound IR
1. 2. 3. 4. 5. 6. 7. 8.

To create harmony between employee and employer. Solve problems through grievance procedure & collective bargaining. Bridge differences between workers & management by establishing communications. Establish rapport amongst management & workers. Ensure better participation at work. Promote understanding, creativity, co-operativeness to raise industrial production. To safeguard the interests of workers and management To avoid unethical & unhealthy practices in the company.

Functional requirements of Sound IR

1. 2. 3. 4. 5.

Top management support Sound personnel policies Adequate practices- translate intentions to actions. Detailed supervisory training to carry out policies & practices. Follow-up of results, constant review of IR program

Dual career couples

Dual career couples

Dual career couples are professionals who are stoic, superhuman and devoid of emotions who work because they want to work and put equal emphasis on the careers of both. 2. The job requires full-time effort. They do not become dual-career couples until each give full-time commitment to both job performance and job advancement. 3. Dual career couples are generally termed as allies or acrobats 4. Couples get married to the spouse of the same profession or having similar interests.
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y Dual career couples want challenge, equal oppurtunity

for growth & development and a sense of personal and professional pride rather than romance and stability.

Dual career couples

y You and your spouse or partner have completed years of coursework, research,

writing and teaching on the way toward your doctorates. Now comes the hard part: finding jobs or internships that will meet your career goals without wrecking your relationship. y The challenges facing dual-career couples, particularly those aiming for academic positions, are great. While belt-tightening at universities is making extra money for spousal appointments hard to find, dual careers have become both a personal goal and an economic necessity for many couples, particularly in high-cost regions such as New York, Boston or the San Francisco Bay Area. y But there is hope. With hard work, good luck, clear goals, patience and a willingness to compromise, success is possible, say psychologists who have made their own dual-career relationships work. And although the academic job market remains intensely competitive, institutions of higher education are increasingly recognizing that providing support for employees in dual-career relationships-who now comprise about 80 percent of the faculty at American universities-can help them meet their own recruitment goals.

Flexi working hours

Flexi working hours

Flexi-time is a variable work schedule, in contrast to traditional work arrangements requiring employees to work a standard 9am to 5pm day. 2. Its invention is credited to William Henning. 3. Under flextime, there a core period of approximately 50% of total working time/working day of the day when employees are expected to be at work (for eg, between 11 am and 3pm) 4. While the rest of the working day is "flexitime", in which employees can choose when they work, subject to achieving total daily, weekly or monthly hours in the region of what the employer expects, and subject to the necessary work being done.
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Recording flexitime working

y There are many different methods used for recording

working time ranging from sophisticated software (computer programs) to handwritten time sheets. Most of these methods are associated with the payment of wages in return for hours worked.

Among various sectors

y In an IT sector, For example, they may opt to work four

10-hour days per week, taking Monday or Friday off. y Flextime arrangements also help parents: one parent works 10am-6pm and is in charge of the children before school/daycare, while the other parent works 7am-3pm and is in charge of the children after school/daycare. This allows parents time to commute. y Employers are required to pay overtime to a flextime worker if they work more than 40 hours per week

Work from home facility

Work from home facility

1. 2. 3. 4. 5. 6.

Occurs when: One is not keeping well During and after pregnancy Completion of projects after office working hours During vacations Emergency of events

Employee Engagement

Employee Engagement
y Employee engagement, also called as worker

engagement. y An "engaged employee" is one who is fully involved in, and enthusiastic about their work and thus will act in a way that furthers their organization's interests. y "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn and perform at work". y Thus engagement is distinctively different from employee satisfaction, motivation and organisational culture.

Importance of Employee Engagement

y During tough economic times, employee stress levels are up. This directly affects their job satisfaction, which impacts the way they treat customers. This can hurt revenue and profits. y Most business managers agree that good employees have an impact on customer satisfaction. y When employees are engaged, they believe are doing something valuable for their organizations and that their efforts will make a difference. The positive feelings that employees have about their jobs and employers influence the level of service they give to customers.

Emotionally engaged employees are:

1. 2. 3. 4. 5. 6.

Having a positive impact on the lives of customers and team members Having opportunities for learning important new skills Having the ability to offer suggestions Completing whole jobs from start to finish Receiving feedback about the results of efforts Feeling free to perform the work the way they believe is best

Research Studies
y Engaged employees feel a strong emotional bond

towards the organisation that employs them,which results in: 1. Higher retention levels 2. Commitment 3. Involvement 4. Attachment 5. Productivity 6. Lower absenteeism.

Drivers of Engagement
y Regular feedback and dialogue with

employees : 'Thanks. You did a good job. y Quality of working relationships with peers, superiors, and subordinates y Reward to engage