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Future of HR Profession

Future of HR Profession. Agenda. Paradigm shifts in business scenario HR Research – Global Role of HR Competencies needed. Paradigm Shift in Business Scenario. Competition is Global Competencies are Global Technology and Finance will become lesser Issues Speed gives competitive advantage

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Future of HR Profession

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  1. Future of HR Profession

  2. Agenda • Paradigm shifts in business scenario • HR Research – Global • Role of HR • Competencies needed

  3. Paradigm Shift in Business Scenario • Competition is Global • Competencies are Global • Technology and Finance will become lesser Issues • Speed gives competitive advantage • Global Outsourcing

  4. Business Scenario • Fast changes in structures • Management Technology is within the reach of every one • Knowledge improvements are high • Intelligent Work Force • Growing Customer Expectations • Brands will disappear

  5. Paradigm Shift • New Business Models will emerge • Implementation speed becomes critical • Product Innovations will increase

  6. HR Research • In seventy work teams across diverse industries the members who sat in meetings shared their moods either good or bad within two hours • Moods influence tremendously the work out put of the groups

  7. Future of HR • Percentage of time people feel positive emotions at work place determines the likelihood of their stay • Cheerfulness and Warmth spreads most easily- Yale study • In Asian Cultures the reverse is true??? • Research is needed

  8. HR Research • Every one percent increase in service climate results in a two percent increase in revenues • Each project Leader has his credibility quotient (CQ). Your CQ decides the effectiveness of your team. • How do you measure and enhance the CQ of our Project Leaders and Managers?

  9. HR Research • “At work do you have an opportunity to do what you what you do best every day ? “ is related to employee turn over and customer satisfaction (Gallup study of 198,000 employees) • Only 20% of employees in large organizations feel that their strengths are in play every day (Marcus Buckingham) • Most organizations operate at 20% capacity

  10. HR Research • Investment in employees has been found to be related to stock market performance of the firm • HR Quality Index was found to be related to financial and market performance of the firms • HR Practices and Employee attitudes were found to influence service levels and market performance of firms

  11. HR Research: Some questions • How is the interpersonal personal and group chemistry formed • How does it change? • How does one make it more productive? • How do we reduce the adjustment time of groups?

  12. HR Managers of Today: Results from Self Renewal workshop • Monitoring Performance appraisals (100 hours) • Manpower planning (200 hours) • Recruitment (400 hours) • Leave rules (60 hours) • Legal requirements (registration etc.) (200 hours) • Administration (400 hours) • Transportation Management • Canteen • Grievance handling • Finalizing company logo (70 hours)

  13. HR Managers of Today

  14. HR Managers of Today • Self development (200 hours) • Implementing technology and KM (120 hours) • Multiskiling (150 hours) • Change agent (plan organize inputs to employees) (70 hours) • House magazine (100 hours) • SAP implementation (300 hours) • Reading Training catalogues (365 hours)

  15. HR Roles of Today • Industrial relations • Administrative • Personnel Management and Policy Formulation • HRD Facilitation • Change Management

  16. All the above will be outsourced Future of HR

  17. HR Roles of Future • Business Partner • Strategist (people focused competitive strategies) • Business driver (new businesses and opportunities) • Entrepreneur (financial, marketing, technology parameters, cost controls, quality assurance) • Change and OD Facilitator • Researcher • Diagnostician • Interventionist

  18. OD ACTIVITES PERSONAL CONSULTANCY FOR THE CEO’S ORGANIZATIONAL CLIMATE / EMPLOYEE SATISFACTION SURVEYS ASSESSMENT/ DEVELOPMENT CENTERS 360-DEGREE FEEDBACK/ APPRAISAL PROCESS

  19. Research Culture Leadership Spotting, utilizing and multiplying talent Managerial and Team effectiveness

  20. Some Future HR Roles Researcher OD Specialist Business Partner Strategist Systems Integrator

  21. In Sum: Role of HR • Strategic Business Driver • Generating Entrepreneurs and Enhancing Entrepreneurship • Employees as Entrepreneurs and Business Partners • Knowledge Generators and Disseminators

  22. Role OF HR • Synergiser • Team Builder • Culture Builder • Firms Performance Manager • No more Systems Developer (Systems will be outsourced)

  23. Role of HR • Motivation and Retention becomes lesser issues • People Management will disappear • Line Managers and outsourced systems will manage

  24. Future HR Manager • Strategic Thinker • Leader • Entrepreneur • Technological Familiarity • Global Benchmarking • Initiative • Visionary • All Rounder • Researcher • Behavior Systems Creator

  25. Competencies Needed • Global Networking • Technology Savvy • Fast Changing • Entrepreneurial

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