Role and responsibilities of HREffectively 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

A HUMAN RESOURCE SYSTEM PLANNING & ADMN HUMAN

RESOURCE DVPMNT.

JOB & SALARY WORKER

AFFAIRS

INFO. STORAGE

RECRUI-

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PROMO-TION

CAREER DVPMNT

& PLANNIN

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PLACEMENT

MANPOWER

PLANNING

TRAINI-NG

OD

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& RESEARC

HPERFORMA

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& COUNSELIN

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360 DEGRE

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PA

POTENTIAL APPRAISAL

SALARY ADMN,

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IR

WORKER PARTICIPATIO

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WELFARE

WORK DESIGN REDESIG

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WORKERDVPMNT.

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

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

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

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

HR as administrative expert besides performing basic functions, HR

needs to keep on evolvingIt 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

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

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

To sum up…

THANK YOU