Changing roles of hr professional
-
Upload
naresh-trainer -
Category
Documents
-
view
345 -
download
0
description
Transcript of Changing roles of hr professional
![Page 1: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/1.jpg)
CHANGING ROLES OF HR PROFESSIONALS
![Page 2: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/2.jpg)
STRATEGIC INTERVENTIONSTO ELICIT COMMITMENTAND TO DEVELOP RESOURCEFULHUMANS
STRETEGIC INTERVENTIONS DESIGNEDTO SECURE FULL UTILIZATION OFHUMAN RESOURCES
![Page 3: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/3.jpg)
THE FOUR “T’s”
• TRANSACTION ROLE
• TRANSLATION ROLE
• TRANSITION ROLE
• TRANSFORMATION ROLE
![Page 4: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/4.jpg)
BELIEFS AND ASSUMPTIONS
NURTURINGMONITORINGMGERIAL TASK
VALUES/MISSION
NORMS/CUSTOMS
BEHAVIOUR
BUSINESS NEED
PROCEDURESMGT ACTION
IMPATIENCE WITH RULES
IMPORTANCE TO RULES
RULES
BEYOND CONTRACTS
WRITTEN CONTRACT
CONTRACT
![Page 5: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/5.jpg)
STRATEGIC ASPECTS
PASTSLOWSPEED OF DECISION
CENTRAL TOMARGINAL TOCORPORATE PLAN
INTEGRATEDPIECEMEALINITIATIVES
CUSTOMERLABOUR MANAGEMENT
KEY RELATIONS
![Page 6: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/6.jpg)
KEY LEVERS
TEAM WORKDEVISION OF LABOUR
JOB DESIGN
FEWMANYJOB CATEGORIES
HARMONIZATION
SEPARATELY
NEGOTIATED
CONDITION
PERFORMANCE RELATED
JOB EVALUATION
PAY
INTEGRATEDSEPARATE TASK
SELECTION
![Page 7: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/7.jpg)
KEY LEVERS
CULTURAL STRUCTURAL PERSONNEL STRATEGIES
PERSONNEL PROCEDURES
INTERVENTIONS
LEARNING COMPANIES
CONTROLLEDTRAINING
MANAGE CLIMATE AND CULTURE
TEMP.TRUCESCONFLICT HANDLING
![Page 8: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/8.jpg)
• CONSIDER ALL HUMAN ABILITIES TO BE EITHER INNATE OR ACQUIRED. EVERY PERSON IS BORN WITH A PARTICULAR SET OF GENES WHICH DETERMINES HIS INNATE ABILITY.ATTRIBUTES OF ACQUIRED POPULATION QUALITY, WHICH ARE VALUABLE AND CAN BE AUGMENTED BY APPROPRIATE INVESTMENT, WILL BE TREATED AS HUMAN CAPITAL……… THEODORE SCHULTZ
![Page 9: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/9.jpg)
• IMPROVING THE WELFARE OF THE PEOPLE DID NOT DEPEND ON LAND EQUIPMENT AND ENERGY BUT RATHER ON KNOWLEDGE THEODORE SCHULTZ
![Page 10: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/10.jpg)
COMMON SET OF OBJECTIVES
• CORPORATE GOALS MUST FACTOR IN INDIVIDUAL CAREER GROWTH
• COMPANY PROFITS MUST BE LINKED TO PERSONAL REWARDS
• ORGANIZATIONAL LEARNING MUST INVOLVE EMPLOYEE TRAINING
• BUSINESS STRATEGIES MUST CONSIDER HR ISSUES
![Page 11: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/11.jpg)
ALIGN HR TO STRATEGY
• PRODUCT BASED COMPETITION MUST ENCOURAGE PERSONAL INNOVATION
• PRICE DRIVEN COMPETITION MUST FOCUS ON SELF DIRECTED COST CUTTING
• SERVICE ORIENTED COMPETITION MUST BUILD INDIVIDUAL INITIATIVES
• ALLIANCES AND JOINT VENTURESA MUST SENSITISE PEOPLE TO NEW CULTURES
![Page 12: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/12.jpg)
SETTING ITS AGENDA
• ENSURING THAT THE MINDSET OF PEOPLE IS RECEPTIVE TO CHANGE
• FACILITATING MGT INITIATIVES SUCH AS REENGINEERING
• MANAGING CULTURAL TRANSITIONS LIKE MERGERS AND ALLIANCES
• REPLACING TOP DOWN INTERVENTION WITH COMPANYWIDE PARTICIPATION
• FOLLOWING PROCESSES AND PRACTICES WHOSE SUCCESS CAN BE EVALUATED
![Page 13: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/13.jpg)
DEPLOYMENT OF LABOUR
Stage 1
![Page 14: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/14.jpg)
OPTIMUM UTILISATION OF HUMAN RESOURCES
Stage 2
![Page 15: Changing roles of hr professional](https://reader036.fdocuments.us/reader036/viewer/2022081413/54954957b479596f4d8b4c75/html5/thumbnails/15.jpg)
LEVERAGING HUMAN CAPITAL
Present Stage