1. Group member
Elizabeth Marcus
Puja Agrawal
Revathi R
Presentation on Contemporary
Human Resource practices

2. HR Practices
Insight of HR
Introduction
Types of HRM Practices
Factors affecting HRM Practices
HRM Practices & Organization Performance
Different Organization HR Practices
Conclusion

3. INSIGHTS INTO HR
 HR is the most important asset & it is the source of achieving
competitive advantage
 Dynamic business environment reflects that
attracting, managing, nurturing talent & retaining people is most critical
issue with enormous opportunities spun off by the market
 In the Knowledge economy, corporate houses have to address the core
issues of the HRM like e-recruitment, flexi-timing, employee
engagement
 Today’s global workforce is more mobile than ever before
 As a result we are witnessing a “war for talent” in the marketplace.
 HR plays vital role as a strategic business partner, change
agent, administrative expert & champion of employees in shaping
strategic outcome of organization.

4. INTRODUCTION
 HR is the source of achieving competitive advantage because
of its capability to convert the other resources
(money, machine, methods and material) in to output
(product/service)
 In order to develop a sound HRM system , the organization
should have effective Human Resource Management practices
 Contemporary HRM has been changed from its traditional
perspectives till nowadays.
 HR can be considered as critical assets if companies do not
invest in them

5. TYPES HRM PRACTICES
 Employment security
 Selective hiring
 Self-managed teams/team working
 High compensation contingent on organizational
performance
Extensive training
Reduction in status difference
 Sharing information

6. FACTORS AFFECTING HR
PRACTICES
Economic Changes
Technological
Changes
National culture
Legislation
Competitors
Globaliz
ation
External factors

7. Continued…
Internal
Factors
Organization
structure
Organization
size
Business
Strategy
Human
Resource
Strategy

8. HRM PRACTICES AND
ORGANIZATION PERFORMANCE
 HRM practices enhance organizational performance
 HRM practices and which reported a workplace climate that
strongly valued employee participation, empowerment and
accountability tended to be perceived to generally perform
better on a number of valued organizational outcomes
 There are significant connections between HRM practices and
firm performance that the strategic alignment of HRM is also a
driver for firm performance.

9. Hypothesis Model

10. SOME OF THE CONTEMPORARY
PRACTICES
 Flexi timings
 Work from home (Telecommuting)
 Performance Management System
 Family Medical Leave Allowances
 E-Recruitment
 540 Degree Performance Appraisal

11. DIFFERENT ORGANIZATION
HR PRACTICES
SL.NO ORGANISATIONS HRM PRACTICES
1 JK Lakshmi Cement Special Task Force, Young Leaders Forum, and
Periodic Blood Pressure check up camps, Quiz
competitions, Open House Communication meetings
and outbound training programmers.
2 Grasim Industries Limited It has been awarded as the best place to work,
by Hewitt’s and Economic times
3 TATA AIG General Insurance
Co.Ltd.
Friday Movie Mania ,indoor games and
competition annual theme parties like WOW
where the children of the employees can
spend time in their parents place of work, a
rewards and recognition program ,called “The
Success Matrix",

12. CONCLUSION
 HRM practices should be analyzed from time to time and
it should be updated accordingly
 Line managers should be involved in designing HRM
practices & survey should be conducted among
employees to know their opinion about HRM practices

13. ANY QUERIES??????????