This explain the HR meeting in the Boardroom and the relation with CEO, Women, Steps and from Backroom to Boardroom.

1. HR in Boardroom
Presented By:
Abilash Kumar Bhagat
R. Raju
Sujata Kumari
Hemeshwar Verma
Yashaswani Sharma

2. What is HR?
The division of a company that is focused on activities relating to
employees. These activities normally include recruiting and hiring of
new employees, orientation and training of current employees,
employee benefits, and retention.

3. Functions of HR
• Compensation and Benefits
• Recruitment and Selection
• Orientation
• Training and Development
• Employee and Labor Relations
• Safety and Risk Management

4. Relation between HR & CEO
• Communication
• Recruitment
• Technology and Data
• Financial Partnership

5. HR in Boardroom
• HR in the Boardroom is a high level, innovative and exclusive
development programme specifically designed for HR directors from
large/complex organizations who seek to have greater impact and
deliver greater value to their board, CEO and chairman.

6. Steps to Seat HR at the Boardroom
• Make Yourself Visible
• Further your Education
• Be a Technically Proficient
• Know Your Organization Inside and Out
• Develop Key Relationships
• Position Yourself as a Leader
• Learn How to Provide Meaningful Employee Insights & Business
Intelligence

7. Missing Women in Boardroom
• Forty per cent of the world’s largest publicly listed companies have
not appointed a single woman to their boards and even in major
markets such as Japan, Italy, the United Kingdom, the United States
and Canada, women continue to be grossly under-represented.
• That’s according to Governance Metrics International, which found
the aggregate percentage of women on Canadian boards was 12.9 per
cent in 2011, an increase of just 0.7 percentage points from 2009.
And the percentage of Canadian companies with at least one female
director is now 71.8 per cent, up from 68.4 per cent in 2009,
according to its March 2011 Women on Boards Report.

8. • Nearly 50 per cent of Indian women drop out of the corporate
employment pipeline between junior and mid-levels, compared with
29 per cent across Asia.
• The number of women on boards of companies in India has doubled
since 2010
• over the past six years from 5.5 percent in 2010 to 11.2 percent in
2015. This has helped India close the global gap average, which
stands at a 14.7 percent.

10. Backroom To Boardroom
Government directors are more likely to miss board meetings and
announcements of their appointments are greeted more negatively.
We also find that unlike other outside directors, their board presence
does not affect the sensitivity of CEO turnover to performance. In
addition, firms with government directors experience weaker operating
performance and more negative merger announcement returns.
However, these firms pay less tax and their mergers are less likely to be
challenged by antitrust authorities.

11. Recruitment
Backroom
• Post and Pray
• Resumes go into ‘The File’
Boardroom
• Applicant Tracking System
• Strategically target Job-seekers

12. Employee Onboarding
Backroom
• Forms are completed by hand
• Poor new employee experience
• Compliance and security
challenges
Boardroom
• Electronic forms, simple quick,
error-proof
• Data automatically integrates
into payroll/HR system
• Employee data is security stored
in the cloud
• User Experience and first
impression improves

13. Benefit Enrollment
Backroom
• Paper work
• Missed deadlines, keying errors
& redundancy
• Mismatched benefit decisions
• Poor employee experience
Boardroom
• Automated
• Accessible
• Trackable
• Better employee experience

14. Time & Labor Management
Backroom
• Employees physically punch-in
from set location
• Tracking & managing time-off is
challenging
• Employees find process
frustrating
Boardroom
• Mobile punch
• Easily set & adjust schedules
• Employee find process simple

15. Reporting & Analytics
Backroom
• Data is stored in paper files or
excel
• Limited data trend analysis
• No compliance tools
• Limited data to support
decisions
Boardroom
• Data never purged
• 100+ standard reports to slice &
dice data in countless ways
• Tools for compliance
• Insights for better decision
making

16. Compliance & Security Regulations
Backroom
• IRS changes & government
mandates like PPACA require
advanced compliance measures
• Cyber-security is a major threat
– Need for strong security
protocol
Boardroom
• Payroll and HR have few tools to
deal with compliance
chanllenges

17. HR succeed in Corporate Boardroom
• There is enough evidence out there that having a business that looks
after, involves, and connects with its people means having a more
sustained business.
• An HR professional is on the board, they need to ensure they
understand and can contribute to all areas of the business, including
finance, sales, marketing and operations.
• While the HRD has an important role to provide thought leadership
for executive colleagues on people matters, they need to resist the
urge to become the sole owner of the people, culture and leadership
agendas. These are collective accountabilities of executives and
leaders more broadly.

18. Impacts of HR Decisions
• The level of HR process completeness and efficiency at a glance.
• Company units reduces complexity
• Visual format that board members and other internal and external
stakeholders will find familiar.
• The difference on the HR Excellence Matrix between the current status and
the Top companies can be expressed in monetary terms.
• A strong link to top and bottom line results is a strong basis to enhance all
people management processes.
• During the last 17 years, through extensive research and work with
international companies, it have been identified the Strategic Agenda and
the Must-Win-Battles in people management.

19. Conclusion
• HR manages the human capital (or people) for a company, it is rarely
brought into the strategic planning stratosphere of the boardroom, also
known as the C-Suite, with other company executives.
• Most people think that all HR does is hire and fire people. They have no
idea about the other roles that it can play within an organization. This is
because many companies but don’t use HR effectively. They don’t do a
good enough job at presenting HR as a valuable asset or in a positive light.
• This is just as important to business, unless we start to actually take action
and stop making excuses within business, then this nonsense will continue.
I am encouraged that we are talking about the importance of combining
the HR metrics and policies into the more traditional business approach.

20. Sources
• http://www.hrmagazine.co.uk/hr-in-the-boardroom/article-details/hr-in-the-
boardroom
• https://www.hrboss.com/blog/2013-12-09/7-steps-seat-hr-boardroom-table
• http://www.hcamag.com/hr-news/how-hr-can-succeed-in-the-corporate-
boardroom-223734.aspx
• http://yourbusiness.azcentral.com/relationship-between-hr-ceo-15145.html
• http://www.ftop.ch/hrs-key-boardroom-impact-fact-based-status-hr-across-
company-units-one-graphic-overview-using-hr-excellence-matrixtm/
• https://yourstory.com/2016/09/women-boards-companies-india/

21. Thank You