The document discusses several emerging trends in human resource management, including: 1) The growing importance of core HR professionals and their competitive advantage through 2030. 2) New techniques, mechanisms, and systems that provide unlimited scope for HR development. 3) Increased cultural diversification, 24/7 work patterns, and multi-faceted negotiations through mergers and partnerships. 4) Expected gaps in business practices globally and a need for training, career development, and business process reengineering.

1. Presented By :
Dr. Deepika Chaplot, Assisstant Professor, Pioneer Institute of
Management, Udaipur
Lakshita Gaur, Lecturer, Pioneer Institute of Management, Udaipur

3. Realization of the competitive advantage and its
relationship with the power of Human Resource.
Factuating the demand of Core HR Professional
possesses a bright future for a period of up to 2010.
Unlimited scope and potential of development of
new techniques, mechanism and system.
Multiple Employment Concept.

4. Multi-faceted negotiation for
Collaboration, Acquisition, Mergers and
Business Partnership.
Memorandum of Understanding between
Organisations, Countries and Corporates.
Working Pattern ( 24X7).
Cultural Diversification.

6. Existence of gap in the Business Practices
across the Country and Globe.
High acceptance of volatility of Human
Factor over other resources and function and
equally emphasizing area as compared to
Marketing.
Blocked vision of Top Level Management.

8. • GAP ANALYSIS
• TRAINING AND DEVELOPMENT
• CAREER PATH MANAGEMENT
• DEVELOPMENT SUPERVISION
• FLEXI – TIME APPROACH
• BUSINESS PROCESS RE–ENGENEERING
• BUSINESS PROCESS OUTSOURCING

9. FUTURE EXPECTED JOB POSITION
DIRECTOR OF FINANCE
CONTROLLER OF FINANCE
FINANCE MANAGER
DEPUTY FINANCE MANAGER
FINANCE ACCOUNTS OFFICER
ACCOUNTS ASSISSTANCE
GAP
ANALYSIS
PRESENT JOB POSITION

10. Monitoring Evaluating
Appraising and
Controlling
Performance
Strategic
Planning
Networking
Resources
Building
Training
Competency
Developing
Training
Material
Building
Internal
Structure &
Policies
ACTION
OUPUT
Building &
Monitoring Support

12. Early Stage
Exploratory
Stage
Middle of
Career
Later Stage Decline Stage
Mid Career
Growth
Growth
Stage
Stability
Stage
Maturity
Stage
Stagnation Fall
Mid Career Syndrome
Mid Career Goal
X Axis
Y Axis
(25-30) (30-35) (35-40) (40-45) (45-50)
AGE
G
R
O
W
T
H

13. FOR MENTOR :
1)He should first understand role, goal, function,
objectives, targets etc.
2)Should have open mind & attitude through a
qualitative democratic leadership
3)Capable to motivate, support and guide the
mentee.
4)Analytical Review & Appraisal.
5)Control & Supervision in objective manner.

14. FOR MENTEE :
1)Identify KASH
2) Identify the track performance record and known and
hidden potential.
3) Identify and apply level & type of motivational as per
personality need.
4)Application of 4 C’s –
 Co – Ordination
 Co – Operation
 Communication
Control
5) Hit small to bigger targets
6) Create “STAR” not “MOON”

15. The concept of permanent jobs
are gone and new concept
comes in is independency of
work i.e. to depend upon
individual own creativity not
fixed – time .
Example : ICICI Bank adopted
this approach.

16. TOTAL CHANGE IN ATTITUDE OF BUSINESS KNOWN AS RE –
ENGINEERING.
IT IS A METHOD OF TOTAL CHANGE IN BUSINESS.
A 100 % NEW START.

17. A GOOD TECHNIQUE
LESS TIME CONSUMING
CHEAPER i.e. COST EFFICIENT
HAVE LESS ERROR

18.  Multi- Skilling
 Customer- Care for Customer- Delight
 QC’s, Kaizen, Six Sigma etc. in HR Application.
 Executive Exchange Programs
 Multi- Linguism
 Changing Role of Trade Union and Executive
Association
 Being the Global Leader and a major player in
peace, prosperity and global world.