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Role and responsibilities of HREffectively managing and utilizing peopleLinking appraisal and compensation to competenci...
A HUMAN RESOURCE SYSTEMPLANNING & ADMN HUMAN RESOURCE DVPMNT.JOB & SALARY WORKER AFFAIRSINFO.STORAGERECRUI-TMENTPROMO-TION...
The transition of HR…Phase 1- providing food, clothes, shelterPhase 2- motivating by providing effective & fairappraisal...
ChallengesLeadership Development & Succession Planning HR professionals are expected to provide essentialframeworks, pro...
Creating a consistent corporate culturecommunicating to all locations about a commoncorporate culture and allowing local ...
Attrition & Retention of talentretention of talent perhaps the biggest challenge intoday’s era. Retention policies in its...
 HR as administrative expert besides performing basic functions, HR needs tokeep on evolvingIt needs to be conversant w...
 innovation & talent development developing innovation through training &development studies have showed that companies...
What can be done…???? develop a culture that attracts peoplePossess thorough knowledge of business as well ashuman resou...
To sum up…
THANK YOU
Challenges faced by hr professionals
Challenges faced by hr professionals
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Challenges faced by hr professionals

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Transcript of "Challenges faced by hr professionals"

  1. 1. Role and responsibilities of HREffectively managing and utilizing peopleLinking appraisal and compensation to competenciesDeveloping competencies that enhance individualand organizational performanceManaging process design, succession planning, careerdevelopment, inter-organizational mobility, andimplementation of technology through improvedstaffing, training and communication with employees
  2. 2. A HUMAN RESOURCE SYSTEMPLANNING & ADMN HUMAN RESOURCE DVPMNT.JOB & SALARY WORKER AFFAIRSINFO.STORAGERECRUI-TMENTPROMO-TIONCAREERDVPMNT &PLANNINGPLACEMENTMANPOWERPLANNINGTRAINI-NGODSYSTMDVPMNT &RESEARCHPERFORMANCE FEEDBACK&COUNSELING360DEGREEFEEDBACKPAPOTENTIALAPPRAISALSALARYADMN,JOBANALYSISIRWORKERPARTICIPATIONWELFAREWORKDESIGNREDESIGNWORKERDVPMNT.
  3. 3. The transition of HR…Phase 1- providing food, clothes, shelterPhase 2- motivating by providing effective & fairappraisals and compensation systemsPhase 3- change agent, innovator, strategic partner
  4. 4. ChallengesLeadership Development & Succession Planning HR professionals are expected to provide essentialframeworks, processes, tools, and points of view forselection and development of future leaders HR as change agent HR must play a proactive role in shaping workforceattitude and focus in alignment with the company’sbusiness objectives HR should be able to plan and lead large scalechange programmes that improve performance
  5. 5. Creating a consistent corporate culturecommunicating to all locations about a commoncorporate culture and allowing local cultures tomaintain their identity in the context of corporateculture HR as strategic partnerHR must help, coach, advise, and educate seniorexecutives on how workforce issues can affect overallperformance. It can also contribute to the drafting ofthe business planChallenges in recruitment attracting people with multidimensional skills,anticipating and finding people for positions thatdon’t exist as of yet
  6. 6. Attrition & Retention of talentretention of talent perhaps the biggest challenge intoday’s era. Retention policies in itself present achallenge Compensation Management compensation plays an important part in retentionstrategies. Organizational reward strategy influences both jobsatisfaction and motivation for the employee
  7. 7.  HR as administrative expert besides performing basic functions, HR needs tokeep on evolvingIt needs to be conversant with emerging tools andtechniques and innovative org. approaches to improvethe way in which traditional roles are performedHR as employee champion; employeeengagement and commitment HR should maintain a well knit bond with theemployees and develop their trust and confidence inthe organisation’s objectivesIndividual aspirations and goals are focused onHR maintains a balance between individual and org.goals
  8. 8.  innovation & talent development developing innovation through training &development studies have showed that companies which haveshown maximum innovation are those which haveinvested maximum in training and development impetus is on HR to provide the right trainingwhich would lead to desired resultsWork-life balance HRs job to create programs that creates rightbalance between work and life
  9. 9. What can be done…???? develop a culture that attracts peoplePossess thorough knowledge of business as well ashuman resource functions increase credibility of HR in the organisationPut more emphasis on T&D and recognition activities
  10. 10. To sum up…
  11. 11. THANK YOU
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