Session 3 & 4 role & challenges of hr professionalsPresentation Transcript
HRM Session 3 : Role of HR Executives& Challenges to HR Professionals Source : Personnel Management by Edwin B. Flippo (pg:10-22) Sonali R. Saldanha, Asst. Prof (FMS ), NIFT - Mumbai
Role of HR Executives The Service Provider The Facilitator The Consultant The Auditor
Role of HR ManagerAdministrative Role Operational Role Strategic RolePolicy Maker Recruiter Change AgentAdministrative Expert Trainer Strategic PartnerAdvisor DeveloperHouse Keeper MotivatorCounsellor Co-ordinatorWelfare Officer MediatorLegal consultant Employee Champion
Qualities of a HR Manager Fair and Firm - in matters of promotions, demotions, transfers, layoffs, enforcing discipline. Sense of vocation – To create a finer social and industrial order in the organisation. Tact and Resourceful – in dealing difficult situations, have a open mind, objectivity and adjustability Personal integrity – man who can be trusted allowing fellow members to confide in him Sense of social responsibilities – social obligations to various groups like shareholders, customers, workers, suppliers, Govt etc.
Qualities of a HR Manager Sympathy and Considerate – concern for employee welfare Knowledge of labour, constitution, Govt Policies, Acts, economic conditions at a prevailing given time. Communication skill Advisor Problem Solver Mediator
Challenges faced by current crop of HRprofessionals Changing mix of the work force Changing personal values of the work force Changing expectation of citizen-employees Changing levels of productivity Changing demands of government
Changing mix of the work force Increased no. of minorities entering occupations requiring greater skills Are they equipped with required levels of skills & education Increasing levels of formal education for the entire work force Jobs don’t match with the personnel Frustration, absenteeism, grievances, turnover More female employees Is it better? Increased consumer spending Adaptability to unemployment Overall rise in productivity Increased tendency to acquire professional education & training
Changing mix of the work force More married female employees More working mothers How best to help them Flexi hours Job sharing Child care Blue collar to white collar shift White collar employees do not tend to form unions Have greater expectation in terms of individual treatment Difficult of evaluate performances Leads to participative appraisal systems like “management by objectives”
Surprise greetings As a working mother with an office in my home, I pride myself on maintaining a professional image. One key to that image is my answering-machine greeting, which is often the first contact clients have with me. I worked on making it sound upbeat and enthusiastic, and thought I had succeeded until a friend left this message: "Judy, this is Pam. I love your greeting, but do you know that you can hear your little boy in the background saying, Mommy, I gotta go potty?"
Changing personal values : Earlier days
Changing personal values : Now
How to tackle changing personal views Assign repetitive, less challenging jobs to those willing Pay for the skills possessed than skills demanded by job Fringe benefits Flexi time Flexible starting time usually a band Core working time where all are present Flexible leaving time Issues : no of hours worked, monitoring, customer confusion Benefits Enhanced productivity Reduced employee tardiness & absenteeism Improved moral & reduced turn over
Changing expectation of citizen employees External rights of citizenship penetrating business enterprises Freedom of speech Whistle blowing When is it acceptable Proven desire to improve organization or protecting public Right to privacy How much to divulge while joining an organization? Organizations are prying on employees life Employee perceives invasion of privacy when personal info distributed without permission Personality info rather than productivity data is disclosed Personal info distributed to outsiders
Changing levels of productivity Productivity changes because of Laws & regulations regarding environmental protection, health & safety .. Have increased cost of doing business New employees into business increased because of laws Influx of female & minorities makes productivity dive in the initial periods Mangers having short term goals tend to concentrate more on marketing and ignore vital research, development & new plant investments Maturing economies shift from manufacturing to service and achieving higher productivity levels in a service economy becomes difficult Adverse relationships with labor unions Employee alienation & poor employee attitudes
Changing demands of government Government rules keep on changing regarding the operative functions of HRM HR needs to keep himself updating and reacting proactively Balancing organization objective and government legislations becomes a challenge
Some more challenges for the new age HR professional
HR Management Challenges Globalization of Business The threat of terrorism- How does this impact what we do? 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 Changing demographics
Fastest Growing Jobs to 2010ce: U.S. Bureau of Labor Statistics, www.bls.gov.
HR Management Challenges Workforce Availability and Quality Concerns Inadequate supply of workers with needed skills for “knowledge jobs” 80% of manufacturing jobs report shortage of qualified workers Education of workers in basic skills Not enough specific skills, not enough technology skills Growth in Contingent Workforce Represents 20% of the workforce Increases in temporary workers, independent contractors, leased employees, and part-timers caused by: Need for flexibility in staffing levels Increased difficulty in firing regular employees. Reduced legal liability from contract employees Boeing Strategy- manage employment cycles in suppliers and partners
Quality of work life QWL is the level at which the members of an org. can satisfy their personal requirements through their experience in the org. Its main obj. is to focus on creating a good working environment as a result of which employees work together in a cooperative way and contribute their best in achieving the organizational goals Employee expectations are Fair & reasonable Pay Safer Environment Employee Benefits Job Security Job satisfaction Empowerment Career Opportunities