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

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what and how will you contribution to increase the worth of the comany? how best u can represent your company? if you are manager and at work if u find that your co-worker deserves your post more than you, than what will be your step to promote him or dominate him?

1 Answers   L&T,

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Describe a time when you anticipated a problem and developed a potential solution?

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I am a mba fresher and i got a job in wipro for the post of talent acquisition. And the salary is only Rs.6000 Do you think its chance for me to grow..

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From a strategic perspective, how can senior management make the best use of the human resorce function?

0 Answers   ABC,

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What are some of the measurements that may be used to determine the success of the program?

2 Answers   ICICI,

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I completed my MBA from OU 2 years back and still am in search of job, every company is asking me same question what u did these many days? how should i answer this question

4 Answers   Infotech,

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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  

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"Recruitment is positive but selection is negative".justify the statement.

7 Answers   Amuco Inc, TCS,

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What is the main things to do at the time of interview

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what difference between SHRM and HRM

2 Answers   Maruti Suzuki,

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In a few sentences, please describe what you enjoy about working with people!

5 Answers  

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