Welcome Everyone
Introduction to Human Resource Management
Mission Vision Core Values
Christ University is a nurturing ground for an individual’s Excellence and Service Faith in God | Moral Uprightness
holistic development to make effective contribution Love of Fellow Beings | Social Responsibility
to the society in a dynamic environment Pursuit of Excellence
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Human Resource Management
The process of acquiring, training, appraising, and
compensating employees, and of attending to their labor
relations, health and safety, and fair concerns.
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● Where all HR can contribute?
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Some Facts. Datas and Trends
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RTO
The proportion of mostly in-person workers (that is,
working in person at least four days a week) doubled
between our two samples to 68 percent, from 34 percent.
The number of workers in a mostly remote arrangement
(working remotely at least four days a week) plunged by
more than half to 17 percent, from 44 percent, while the
number of workers in a hybrid format (working in person
two to three days a week) declined to 14 percent, from 22
percent.
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BCG Report
2025
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Tesla's board of directors has proposed a new pay
package to the tune of $1 trillion for CEO Elon Musk,
subject to the company hitting its ambitious future goals.
The plan would give the billionaire up to 423.7 million
Tesla shares over the next decade.
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● Job security has become the top reason for staying in a job (39 percent),
followed by work–life balance (34 percent), and relationships with
colleagues (33 percent).
● A more tailored, data-driven approach to the employee experience is
needed to build motivation and long-term commitment to employers.
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McKinsey HR Monitor 2025, July 3, 2025 | Report
● Enhancing employee experience is widely seen as a cornerstone duty of
HR, but about 36 percent of employees across Europe and the United
States are not satisfied with their current employer.
● Workforce planning is not approached strategically enough. In the
United States, only 12 percent of HR leaders say they do strategic
workforce planning with at least a three-year focus.
● Talent acquisition is becoming more complex - The results of McKinsey’s
2025 HR Monitor Survey show that offer acceptance rates are low (56
percent in the countries studied), 18 percent of new hires leave during
their probationary period, and overall hiring success stands at just 46
percent in Europe.
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McKinsey HR Monitor 2025, July 3, 2025 | Report
● Employee development continues to be highly fragmented. 26 percent of
employees say they received no feedback in the past year, some
employees spent as few as six days on training, and only about one-third
of critical roles are backed by succession plans. To prepare the workforce
for future challenges, organizations must connect performance
management, learning and development, and talent development in
one cohesive strategy.
● Employee experience is essential—and underdeveloped. Nearly 20
percent of surveyed employees report dissatisfaction with their employer,
yet only 7 percent have clear plans to leave their jobs. This gap suggests a
growing risk of quiet quitting.
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Gen AI and shared-services centers could boost efficiency and
effectiveness.
● Amid rising cost pressures, 13 percent of surveyed organizations plan to
reduce HR headcount by an average of 22 percent. Shared-services
centers (SSCs) can help HR departments run more efficiently with fewer
people, but only 18 percent of surveyed organizations with more than
1,000 employees currently use specialized SSCs in HR.
● Most organizations are far from realizing gen AI’s full potential. To
meet future business needs, HR departments must modernize their
operating models by expanding SSC adoption and using automation and
gen AI to increase speed, scalability, and strategic impact.
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HR model?
● An HR model (or a human resources management model) is a framework
that articulates HR’s role and positioning within the business. It serves
as a guide for human resource management and intersects with the HR
strategy, which visualizes the future, while an HR model breaks down the
plan for getting there.
● HR leaders use an HR model to define how HR will be carried out by
clarifying:
● Key HR functions and processes
● HR roles and responsibilities required to manage HR’s work
● Principles for HR objectives, standards, and accountability.
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HR Policies
● Policies are broad formal guidelines showing how employees should act
● Provide day-to-day guidance
● Consistent with the company’s vision & mission
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Vital functions of HR policies and procedures include:
● It is a mechanism to help document, communicate, and administer
company-wide standards.
● Helping ensure that policy issues or questions are handled in a timely and
sensitive manner.
● Providing guidance, fairness, transparency, and consistent treatment in
employment decisions.
● Ensuring compliance with federal, state, and other applicable laws and
regulations to protect against employment claims.
● Addressing employees’ complaints and grievances and defining how they
can report issues.
● Putting a focus on employee needs and desires to enhance employee
engagement.
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Strategic HRM
● Strategic management is how a company plans, puts into action, and
checks its big-picture decisions. It's an ongoing process that helps a
business reach its long-term goals. Simply put, it's about making sure
what your company can do matches what the market needs, so you can
stay ahead of your competitors over time.
● The Harvard Business Review explains that strategy management can be
the differentiator that helps you come out on top, even in the most
volatile markets.
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The Strategic Management process
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Types of strategies
● Corporate strategy – Types of strategies that identify the portfolio of
businesses that, in total, comprise the company, and the ways in which
these businesses relate to each other
● Concentration
● Diversification
● Vertical Integration
● Consolidation
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Types of strategy
Competitive strategy – A strategy that identifies how to build and
strengthen the business’s long-term competitive position in the
marketplace.
Competitive advantage – Any factor that allows an organization to
differentiate its product or service from those of its competitors to increase
market share.
Differentiation
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Types of stratgy
● Functional strategy – A strategy that identifies what each department
must do in terms of specific policies to help the company accomplish its
strategic goals
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Strategic Human Resource Management
● Formulating and
executing human
resource policies and
practices that
produce the
employee
competencies and
behaviors the
company needs to
achieve its strategic
aims
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HR Scorecard
● The HR scorecard, also known as HR KPI scorecard, is a strategic HR
measurement system that helps to measure, manage, and improve the
strategic role of the HR department. It is a representation of leading HR
indicators and key metrics that assesses the impact of HR activities on
organizational performance.
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HR Scorecard
HR team building
Reduce the HR function cost
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Identifying HR deliverables
● KPIs
Egs
Recruitment cost
Time to hire
Offer acceptance
Satisfaction score
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Designing HR policies, processes, and practices
● High-Performance Work Systems (HPWS). An HPWS is a group of
separate but interconnected HR practices designed to enhance
effectiveness.
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AIHR Data Sustainable HR Practices
● 86% of employees in organizations with strong ESG commitments say
they feel proud to be part of their organization, and companies with strong
ESG practices experience improved financial performance.
● HR plays a key role in this effort by embedding ESG values into
recruitment, training, and workplace culture.
● it’s a chance to shape workplace culture, align talent strategies with
sustainability goals, and co-create an ESG strategy that drives
engagement and long-term success across the organization.
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What is sustainable HR?
● Socially responsible employers
● Meets labor standards
● Diversity benchmarks
● Ethical guidelines - Remote work, waste reduction, and other eco-friendly
initiatives that save money while meeting employee expectations for
greener workplaces.
● Tracking key metrics like gender pay equity, leadership diversity, and
employee satisfaction, organizations can measure progress and maintain
accountability.
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Example: SIEMENS
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● AI in Recruitment and Workforce Planning
● Hyper-personalized employee experience
● Solving tech skill shortages
● Well-being in Hybrid Work
● AI augmented working
● Virtual onboarding
● Data-driven DEI
● Ethical HR Automation
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● Working in HR
● Motivating people - Google
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Thank you
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