The field of Human Resource Management is vast enough to encourage more and more discussion, which can only lead to more clarity and maybe concrete ideas on how to manage the complexities that govern human behavior in an organization. In fact, the most pertinent issue in this area these days is how to keep the high performers motivated, and hence productive. This issue is all the more crucial in today’s wired world, where the only real differentiators that a business possesses are its employees, and managing them well can really give them an unassailable competitive advantage globally.
The Sub Themes for Panel Discussions are as follows:
1. Managing Attrition and Aspirations
2. Non – Financial Employee Motivators: Improving Employee Engagement
3. Planning for the future: Succession Planning
4. Recruitment Process Outsourcing: Challenges and Opportunities
5. Employer Branding: How Truthful? How Fruitful?
Like in HR Summit I, eminent personalities from the industry as well as the academia will hold insightful discussions on these sub themes. Apart from this, the Inter School B-School Competition will be held as a part of the 2 day event.
Inter B-School Paper Presentation Contest
Taking HR from the Backroom to the Boardroom
For many years, HR was consigned to the task of handling “people and payroll”. It is only now that people have started to understand that people are the key differentiators in any business. It is also an accepted fact that companies which spend their time determining how people policies can support the overall business strategy could put themselves one step ahead of the competition. However, most companies are having trouble giving HR a central role. Maybe the problem lies in the fact that most boards forget that HR Executives are also business executives. So the major challenge for HR managers is to demonstrate that they do have business acumen.
Attrition: A Blessing in Disguise?
Every HR manager’s biggest nightmare is handing out pink slips – even if the employee thoroughly deserves it. On the other end of the spectrum is the problem of retention. Companies are continuously struggling to retain good workers and keep them motivated. Yet another perspective is provided by companies like GE, which make it a matter of policy to retrench 10% of their least productive workers every year. In this already complex equation, factor in the knowledge economy and the issue of attrition. Attrition was long considered by most HR managers to be the single largest HRM challenge of this decade. However, these same managers are now coming around to thinking that maybe its good to let employees who want to leave go and hire new people at lower rates and mould them as they like.
Does the IT/ITeS industry need Unions?
Traditionally Unions were seen, at least by their members – salaried or daily wage earning workers – as a means to increase their pay. Now look at the case of the workers in the IT/ITeS sectors. They have been dubbed “the labourers of the information age”. This tag is ironic because unlike actual blue collar workers they are paid handsomely. However, they lead extremely stressful lives, often working at odd ours without much contact with their families. So, today’s worker is more concerned about welfare, rather than pay. The fact that the industry is not governed by any labour laws is intensifying the demand for union support. However, there are concerns about the effect unions would have on the reputation of the industry, among other things.
Registration and Contact Details:
For more information about the Summit, please visit: http://www.imi.edu
Or mail us at: [email protected]