Challenges to HR


Published on

Published in: Business, Career
  • Be the first to comment

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Challenges to HR

  1. 1. EmergingChallenges To HRVinod Bidwaik
  2. 2. “The Future arrived when we weren’t looking, so we’re still dealing with issues, ideas and programs that don’t fit the world’s new realities.” Source: Peter Drucker
  3. 3. “This business game is all about winning. The team that wins is the team with the best players. Your job is to field the best players.”  Jack Welch, Former CEO General Electric Corporation
  4. 4. The Essential Question???How can HR professionalsproduce significant valueand deliver results???
  5. 5. Framework of HR CompetenciesCompetencies Activities Business Results
  6. 6. Organizational Capability“ Organizational Capability is abusiness’s ability to establish internalstructures and processes that influence itsmembers to create organization-specificcompetencies and thus enable thebusiness to adapt to changing customerand strategic needs”. D. Ulrich & D. Lake (1990) “Organizational Capability”
  7. 7. HRM Challenges Environmental Environment & Culture Cultural Organizational Organization Individual Individual
  8. 8. Key HR Challenges-Environmental Rapid change Workforce diversity Globalization Technology explosion Legislation Evolving work and family roles Skill Shortages Rise of the service sector
  9. 9. Key HR Challenges : CulturalBasic assumptions and beliefs shared bymembers of an organization… • Rules, norms • Behaviors • Philosophy • Dominant values • Feeling or climate
  10. 10. Key HR Challenges : Organizational  Cost  Quality, distinctive capabilities  Decentralization  Downsizing  Organizational restructuring  Self-managed work teams  Small business growth  Technology  Outsourcing
  11. 11. Key HR Challenges : Individual Matching people and organizations Ethical dilemmas Social responsibility Productivity Empowerment Brain drain Job insecurity
  12. 12. Today’s Market Says“Work where your mind & heart belongs”Creating such climate is challenge for HR
  13. 13. HR Back office to Board officeThe present days business is associated withthe strategy which is taught, studied &discussed on short & long term planning.Thus HR has no longer been an operationalfunction but a Strategic function.
  14. 14. “HR has the challenge to designHR strategies which can matchBusiness Strategies”
  15. 15. Selecting HR Strategies Fit with organizational strategies Fit with environment Fit with organizational characteristics Fit with organizational capabilities Choosing Consistent and Appropriate HR Tactics to implement HR Strategies
  16. 16. Employees as an Intellectual AssetIntellectual assets can be defined as sum total of skills,knowledge & competencies that an organizationpossess and channalises for constructive purposes”HR has the challenge to develop such intellectualpotential in the company and keep them away fromfrustration.“In short Employee Engagement is a challenge.”
  17. 17. Career PlanningIn general it is the desire of everybody togo up & grow.Once the aspirations and desires ofemployees are taken care of, theorganizations can grow to higher level ofefficiency and productivity.
  18. 18. •Thus a career is more than just the job orsequence of jobs a person holds over a lifetime.It is individually perceived sequence ofattitudes & behaviors associated with work-related experiences & activities over a person’slife.
  19. 19. Conflicts Management “ Survival of the Fittest” This slogan has created a stiff competition among the companies as well as among the employees working in the same department. All intellectual assets are trying their best to prove themselves to stay in the flow. Sometimes it may create rivalry &resolving such conflicts becomes a challenge for HR
  20. 20. Workplace Diversity Workplace Diversity includes employees with different age, gender, educational background, geographic location, income, religious beliefs, work experience etc.. HR Manager needs to be mindful & may employ a “ Think Global, Act Local” approach. A HR Manager needs to change from an ethnocentric (“ our way is the best way”) to a culturally relative perspective (“let’s take the best of a variety of ways”)
  21. 21. How To Manage Diversity Diversity Mentoring Program – Encourage employees to move beyond their own cultural frame of reference to recognize & take full advantage of the productivity potential inherent in a diverse population Organizing Talents Strategically – Consider how a diverse workforce can enable the company to attain new market & other organizational goals in order to harness the full potential of workforce diversity Leading The Talk – Show respect for diversity issues & promote clear & positive response in ethical & responsible manner.
  22. 22. Leadership Development Leaders are confident there is always something higher to achieve, a new level of excellence to attain. HR has to take initiative to develop the leadership, identify the people, track the talent & develop.
  23. 23. Leadership Development Understand styles of leadership Display appropriate leadership Demonstrate leadership at all levels of performance – team, individual, unit or organization
  24. 24. Knowledge Transfer In today’s fast-paced life, the wins usually go to those with exceptional skills and abilities which can be acquired by sharing of knowledge. Therefore HR has to create the forums, platforms for knowledge transfer from senior employees to junior employees
  25. 25. Business KnowledgeHR must understand…  Internal / external customers  Key business disciplines  Business structure, vision, values, goals, strategies, finances  Competitors, products, technology and sources of competitive advantage
  26. 26. Employee Expectations Career Growth Plan Working Environment Involvement in decision Making Responsibility with authority Sense of identity & importance Compensation
  27. 27. Flexible Work Structure HR has the challenge to: - To recruit the multi skilled manpower. To retain and develop the multi-skilled manpower. To implement various HR policies like job rotation to retain the multi skilled manpower.
  28. 28. Organizational Life Expectancy Lot of Mergers & Acquisitions are happening Organizational life expectancy is depend upon the success of business May be short or long How to cope emerging challenges to sustain in both ways Cross –Cultural Issues
  29. 29. Creativity & Innovation Creativity & Innovation is the critical issue. How to make the people creative and more innovative HR has to play a major role to create such programme.
  30. 30. Thank you!