2. Role and responsibilities of HR
Effectively managing and utilizing people
Linking appraisal and compensation to competencies
Developing competencies that enhance individual
and organizational performance
Managing process design, succession planning, career
development, inter-organizational mobility, and
implementation of technology through improved
staffing, training and communication with employees
3. A HUMAN RESOURCE SYSTEM
PLANNING & ADMN HUMAN RESOURCE DVPMNT.
JOB & SALARY WORKER AFFAIRS
INFO.
STORAGE
RECRUI-
TMENT
PROMO-
TION
CAREER
DVPMNT &
PLANNING
PLACEM
ENT
MANPO
WER
PLANNIN
G
TRAINI-
NG
OD
SYSTM
DVPMNT &
RESEARCH
PERFORMAN
CE FEEDBACK
&
COUNSELING
360
DEGREE
FEEDBA
CK
PA
POTENTIAL
APPRAISAL
SALARY
ADMN,
JOB
ANALYSIS
IR
WORKER
PARTICIPATION
WELFARE
WORK
DESIGN
REDESIGN
WORKER
DVPMNT.
4. The transition of HR…
Phase 1- providing food, clothes, shelter
Phase 2- motivating by providing effective & fair
appraisals and compensation systems
Phase 3- change agent, innovator, strategic partner
5.
6. Challenges
Leadership Development & Succession Planning
HR professionals are expected to provide essential
frameworks, processes, tools, and points of view for
selection and development of future leaders
HR as change agent
HR must play a proactive role in shaping workforce
attitude and focus in alignment with the company’s
business objectives
HR should be able to plan and lead large scale
change programmes that improve performance
7. Creating a consistent corporate culture
communicating to all locations about a common
corporate culture and allowing local cultures to
maintain their identity in the context of corporate
culture
HR as strategic partner
HR must help, coach, advise, and educate senior
executives on how workforce issues can affect overall
performance. It can also contribute to the drafting of
the business plan
Challenges in recruitment
attracting people with multidimensional skills,
anticipating and finding people for positions that
don’t exist as of yet
8. Attrition & Retention of talent
retention of talent perhaps the biggest challenge in
today’s era. Retention policies in itself present a
challenge
Compensation Management
compensation plays an important part in retention
strategies.
Organizational reward strategy influences both job
satisfaction and motivation for the employee
9. HR as administrative expert
besides performing basic functions, HR needs to
keep on evolving
It needs to be conversant with emerging tools and
techniques and innovative org. approaches to improve
the way in which traditional roles are performed
HR as employee champion; employee
engagement and commitment
HR should maintain a well knit bond with the
employees and develop their trust and confidence in
the organisation’s objectives
Individual aspirations and goals are focused on
HR maintains a balance between individual and org.
goals
10. innovation & talent development
developing innovation through training &
development
studies have showed that companies which have
shown maximum innovation are those which have
invested maximum in training and development
impetus is on HR to provide the right training
which would lead to desired results
Work-life balance
HRs job to create programs that creates right
balance between work and life
11. What can be done…????
develop a culture that attracts people
Possess thorough knowledge of business as well as
human resource functions
increase credibility of HR in the organisation
Put more emphasis on T&D and recognition activities