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Module V
• Increased concern for HRM (Sound IR, work life
balance,
• International Human Resource Management
• Strategic Human Resource Management,
• Talent management,
• Employee engagement,
• Competency mapping,
• HR accounting-,
• HRIS,
• HR audit,
• CSR

Industrial relation

• Industrial Relations (IR) is the study of the laws,
conventions and institutions that regulate 'the
workplace'
...

• Industrial relationship is about the relationship
between an employee and management
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Industrial progress is
impossible without cooperation of labors and
harmonious relationships
...


• Industrial relation is defined as relation of
Individual or group of employee and employer
for engaging themselves in a way to maximize
the productive activities
...
in our day to day working environment
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The relation emphasize
on accomodating employees interest, value
and needs
...


• Concept of Industrial Relations:
• The term ‘Industrial Relations’ comprises of two
terms: ‘Industry’ and ‘Relations’
...
By
“relations” we mean “the relationships that exist
within the industry between the employer and
his workmen
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•

• Objectives of IR:
• To inhance economic status of workers
• To provide opportunity to the workers to have
a say in decision making
• To avoid industrial conflicts
• To maintain industrial democracy

WORK LIFE BALANCE (WLB)
• Work-life balance is a concept that supports the
efforts of employees to split their time and
energy between work and the other important
aspects of their lives
...

• Work-life balance is assisted by employers who
institute policies, procedures, actions, and
expectations that enable employees to easily
pursue more balanced lives

• The pursuit of work-life balance reduces the
stress employees experience
...

• Employers can assist employees to experience
work-life balance by offering such
opportunities as flexible work schedules, paid
time off (PTO) policies, responsible time and
communication
• WLB is the term used to decribe the balance
b/w workplace deligations and personal
responsibilities
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Typical functions
performed by HRM staff would be
recruitment, selection, training and
development, performance appraisal,
dismissal, managing promotions and so on
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IHRM includes typical HRM functions such
as recruitment, selection, training and
development, performance appraisal and
dismissal done at international level and
additional activities such as global
skills management, expatriate management and
so on
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• Host country nationals- HCNs Employees belonging to
the nation in which the subsidiary is situated
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As an example a American MNC which
has a subsidiary at India may employ a French person
as the CEO to the subsidiary
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P
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• Domestic HRM is concerned with managing
employees belonging to one nation and IHRM
is concerned with
managing employees belonging to many
nations (Home country, host country and
third country employees)
• Domestic HRM is concerned with managing
limited number of HRM activities at national
level and IHRM has concerned with managing
additional activities such as expatriate (Person
thrown out of a country) management
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• HRM consider the laws prevailing in the country
where counpany is having its headquaters and in
IHRM consider the global laws prevailing across
the world
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IHRM is
very complicated as it is affected heavily by
external factors such as cultural distance and
institutional factors
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HR ACCOUNTING

• HRA means to measure the cost and value of the
people in the org
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After measuring the cost and value of
its employees and managers, the org
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This report is called HRA report
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• The American Association of Accountants (AAA)
defines HRA as follows: ‘HRA is a process of
identifying and measuring data about human
resources and communicating this information to
interested parties’
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This allows HR
activities and processes to occur electronically
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• In most situations, a HRIS will also lead to
increases in efficiency when it comes to making
decisions in HR
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• HR AUDIT: A Human Resources Audit is a
comprehensive method (or means) to review
current human resources policies, procedures,
documentation and systems to identify needs
for improvement and enhancement of
theHR function as well as to assess
compliance with ever-changing rules and
regulations
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It often involves using technology to organize,
automate, and synchronize sales, marketing,
customer service, and technical support
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The goal of talent
management is to create a high-performance,
sustainable organization that meets its strategic
and operational goals and objectives
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• Competency mapping (ability grading) is a
process of identifying key competencies for a
particular position in an organization, and
then using it for job-evaluation, recruitment,
training and development, performance
management, succession planning, etc

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