CHANGING ROLE OF HR
Ashutosh Pandey Ashish Sharma Ashutosh Singh Avantika Tyagi Bineet Kumar Bhagwati Prasad Gupta
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Nature of Human Resource Management
Human Resource (HR) Management
The design of formal systems in an organization to ensure effective and efficient use of human talent to accomplish organizational goals.
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Nature of Human Resource Management cont.
Who Is an HR Manager?
In the course carrying out their duties, every operating manager is, in essence, an HR manager. HR specialists design processes and systems that operating managers help implement.
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Past Role of HR Activities
Strategic HR Management Equal Employment Opportunity Staffing HR Development Compensation and Benefits Health, Safety, and Security Employee and Labor Relations
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HR Management Activities
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HR Management Challenges
Globalization of Business
Outsourcing and increased competition
Economic and Technological Changes
Occupational shifts from manufacturing and agriculture to service industries and telecommunications. Pressures of global competition causing firms to adapt by lowering costs and increasing productivity.
Technological Shifts and the Internet
Growth of information technology.
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HR Management Challenges
Workforce Availability and Quality Concerns
Inadequate supply of workers with needed skills for knowledge jobs Education of workers in basic skills
Attracting and retaining Talent
By providing satisfaction in their work. Job satisfaction. Rewards.
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HR Management Challenges
Workforce Demographics and Diversity
Increasing Racial/Ethnic Diversity More Women in the Workforce
Single-parent households Dual-career couples Domestic partners Working mothers and family/childcare
Significantly Aging Workforce
Age discrimination
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Changing Roles of HR Management
Note: Example percentages are based on various surveys.
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Strategic Role for HR
Strategic Role
Contributing at the Table to organizational results HR becomes a strategic business partner by:
Focusing on developing HR programs that enhance organizational performance. Involving HR in strategic planning at the onset. Participating in decision making on mergers, acquisitions, and downsizing. Redesigning organizations and work processes Accounting and documenting the financial results of HR activities.
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Operational to Strategic Transformation of HR
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HR Transformation
Process of Recreating the HR function so as to enhance HR contribution to the business
It involves a shift from the internal operations (transactional, inward) activities to a more market perspective related performance.
Over the years role has been evolving, but within its HR (Personnel) box. Current transformation is breaking outside the box Now HR transformation deals with issues of Organisational Renewal, Change Management, Business Success, Business intellegence, Culture, Behavioral Change.
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Changing Role of HR
HR ROLE/CONTRIBUTION
BUSINESS PARTNER
CONSULTANT
TRANSACTIONAL
LOW VALUE
HIGH VALUE
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Changing Role of HR
TRANSACTIONAL
CONSULTANT
BUSINESS PARTNER
Inform Police Control Reactive
Advise Solutions Inward Reactive
Integrate Strategy
Outward
Proactive
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Transactional example of HR
Delivering a Service to a client or end user. Recruit an Engineer Investigate a discipline Case Book Training for the participants to Carry Workshop Provide Consulting Plus all the other Record keeping Functions
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CONSULTANT
Provide HR to a Business Unit in order to solve a specific problem. Define competence requirements Giving advice in dealing with specific issues eg.: How to stop a Competitor from poaching your staff; How to create a Customer Care Culture.
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PARTNER
Working with the top Management Team as a partner in:
Participating in defining Business Strategy. Actively live up to Vision and mission statement Influencing change in Strategy in view of the organizations Talent Base, or ability to build one in the short Term. Develop capacity building Implementing the HR component of the Business Strategy.
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The Role of HR
Future / Strategic Focus
Strategic Partner
Strategic HR Planning HR as Business Partner Culture and Image
Change Agent
Staffing Organizational design Survey action planning Performance measurement Training and development
Processes
People
Administrative Expert
Compensation Benefits HR information systems Compliance
Employee Relations Expert
Employee relations Labor relations Safety & workers compensation Diversity and EEO
Day to Day Operational Focus
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Conclusion
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OPERATIONS
FINANCE
Human Resource
MARKETING
I.T
The new organisation places greater demands on HR assesments professionals to show their worth. New compatencies must be demonstrated to play a broader role in the organisation.
More holistic and dynamic models/approaches are needed to have a greater impact on decisions made and programs adapted
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THE ORGANISATION OF THE FUTURE WILL RELY MORE ON ITS PEOPLE
Yesterday ------------------------------- Access to most capital and latest technology. Today ----------------------------------- Offering products with highest quality. Tommorow --------------------------- Maintating high caliber of people.
HR/assessment professionals are in a perfect position to regain and sustain their place in the new organization.
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THANK YOU
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