The contexts in which human resources are managed in today's organizations are constantly, changing. No longer do firms utilize one set of manufacturing processes, employ a homogeneous group of loyal employees for long periods of time or develop one set way of structuring how work is done and supervisory responsibility is assigned. Continuous changes in who organizations employ and what these employees do require HR practices and systems that are well conceived and effectively implemented to ensure high performance and continued success. 1. Automated technologies nowadays require more technically trained employees possessing multifarious skills to repair, adjust or improve existing processes. The firms can't expect these employees (Gen X employees, possessing superior technical knowledge and skills, whose attitudes and perceptions toward work are significantly different from those of their predecessor organizations: like greater self control, less interest in job security; no expectations of long term employment; greater participation urge in work activities, demanding opportunities for personal growth and creativity) to stay on without attractive compensation packages and novel reward schemes. 2. Technology driven companies are led by project teams, possessing diverse skills, experience and expertise. Flexible and dynamic organizational structures are needed to take care of the expectations of managers, technicians and analysts who combine their skills, expertise and experience to meet changing customer needs and competitive pressures. 3. Cost cutting efforts have led to the decimation of unwanted layers in organizational hierarchy in recent times. This, in turn, has brought in the problem of managing plateau employees whose careers seem to have been hit by the delivering process. Organizations are, therefore, made to find alternative career paths for such employees. Examination Paper Semester I: Human Resource Management IIBM Institute of Business Management 4. Both young and old workers, these days, have values and attitudes that stress less loyalty to the company and more loyalty to oneself and one's career than those shown by employees in the past, Organizations, therefore, have to devise appropriate HR policies and strategies so as to prevent the flight of talented employees Question 1. Discuss that technological breakthrough has brought a radical changes in HRM

1 Answers  

---

what is the difference between patent rights and copy rights

1 Answers  

---

What is E-Recruitment? What is I-Recrutiment? What is the Difference Between E & I Recruitment

2 Answers  

---

Hi i am have completed my PGDBM(HR) in 2006, since then i did not work anywhere more than one month although i did many jobs. i do not have any certificate in my hand. I also learned some web designing languages like ASP 3.0, ASP.NET etc.,now when i go to the interview what should i tell to the interviewer what i did in last two years

2 Answers  

---

What tools do you use in determining the salary for a position?

0 Answers   TCS,

---

---

which one is the best organisation and why? one who provide career growth to their employees or who provide opnly money benefit to their employees.............

5 Answers  

---

RECRUITMENT PROCESS AND ITS SOURCE

2 Answers   India Media Advisory,

---

Q1.what will be career path as a HR in the particular company?

0 Answers  

---

what are the techniques for time keeping & time booking

2 Answers  

---

How can we communicate as realistic a picture as possible of a job and of the organization to prospective employees? What kinds of issues are most crucial to them?

0 Answers  

---

what contents should be added in introduction part?

0 Answers  

---

In present state of recession in the IT industry as a HR Manager how are you going to undertake HR Planning at micro level to tide over this crisis?

0 Answers   Tisco,

---