DETERMINANTS OF HRM PRACTICIES AND POLICIES

INTRODUCTION

1. 2.

HRM
Organizational Functions Deals peoples related issues

Miller (1987) relates to

suggests

that

HRM

1. 2.

Decision and action Creating and sustaining advantage

competitive

INTRODUCTION
HRM approach seeks to ensure a fit between the management of an organizations employees, and the overall strategic direction of the company (Miller, 1989).

HRM POLICIES
1. Codified Decisions 2. Enacted by legislative body 3. Written laws and regulations

INTRODUCTION

HRM POLICIES
Internal Factors
Internal or dependent polices of HRM are Age, Time, Labor, Employee education, knowledge, expenses, potential, promotional strategy, salary, decision criteria, and experience of employee, organization culture, restricted hiring, job enlargement etc.

External Factors
External elements are government rules and regulations about HRM, society pressure, environmental factor (labor union and politic parties), culture where the organization performing its operations, diversity etc.

INTRODUCTION
HRM

PRACTICIES

The common practices are recruitment, selection, training and development, performance appraisal, career development, reward and compensation, equal employment opportunity, productivity of employee, employee satisfaction etc.

INTRODUCTION
Diversity

Diversity is forged in an individuals identity and encompasses both visible and non-visible aspects by which individuals categorize themselves and others (Ely and Thomas, 2001). Diversity is a multidimensional concept and can include aspects such as gender, sexual orientation, race, ethnicity, nationality class, religion, age and disability. Recognizing, understanding and valuing difference is key, particularly in light of the dual trends of globalization and the increasing participation rates of diverse groups in the workplace (Moore, 1999).

INTRODUCTION

A global market, organizations are seeking employees from diverse backgrounds who have the cultural, linguistic and social knowledge to adapt products and practices to fit the expectations of customers. In order to respond effectively to employees and customers. (Vielba and Edelshain, 1997).

INTRODUCTION
Knowledge

Acquisition

Training enhances the knowledge acquisition. Higher the experience higher the knowledge acquires. Efficiency enhance with highly knowledge acquire worker. Productivity enhance with highly knowledge acquire worker. Performance increases with knowledge acquisition.

INTRODUCTION
Equal

Employment Opportunity

Age can be prefers in providing equal employment opportunity. All background peoples have equal employment opportunity on a job. Equal Employment Opportunity has provided to the both gender or prefers one from other. All workers or only experience workers have Equal Employment Opportunity. Equal Employment Opportunity increases satisfaction of peoples belonging to different background.

INTRODUCTION

1.

OBJECTIVIES
To evaluate the relationship between diversity training and knowledge acquisition To find out what are the affects of diversity training on knowledge acquisition. To identify the importance of equal employment practices in diverse organizations. To figure out relative importance of equal employment practices in minimizing the issues related to diversity

2.

3.

4.

Rationale

Rationale
It is argued that organizations that promote diversity can improve their effectiveness through maximizing individual potential (Kim, 2006) Effectiveness

Diversity

Commitment

Satisfaction

Project Goals
(Erhardt

et al., 2003; Richard, 2000; Richard and Munthi, 2008), Although studies have found a positive association between diverse workforces, profitability, and innovation

workforces

Diversity profitability
innovation

Rationale

Equity Employment Practices

Diversity
Knowledge Acquisition

Significance of our research study

Dimensions of diversity

Raise awareness of diversity training. Making DT as an essential HR policy.

 Recognizing

effectiveness of DT for Knowledge acquisition.

Highlight

the impact of equity employment practices.

THANK YOU

THANK YOU

The size of candles may differ, but they yield the same BRIGHTNESS its not the matter of your position..... But your ABILITY that shines