HR

2. Role and responsibilities of HR
Effectively managing and utilizing people
Linking appraisal and compensation to competencies
Developing competencies that enhance individual
and organizational performance
Managing process design, succession planning, career
development, inter-organizational mobility, and
implementation of technology through improved
staffing, training and communication with employees

3. A HUMAN RESOURCE SYSTEM
PLANNING & ADMN HUMAN RESOURCE DVPMNT.
JOB & SALARY WORKER AFFAIRS
INFO.
STORAGE
RECRUI-
TMENT
PROMO-
TION
CAREER
DVPMNT &
PLANNING
PLACEM
ENT
MANPO
WER
PLANNIN
G
TRAINI-
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OD
SYSTM
DVPMNT &
RESEARCH
PERFORMAN
CE FEEDBACK
&
COUNSELING
360
DEGREE
FEEDBA
CK
PA
POTENTIAL
APPRAISAL
SALARY
ADMN,
JOB
ANALYSIS
IR
WORKER
PARTICIPATION
WELFARE
WORK
DESIGN
REDESIGN
WORKER
DVPMNT.

4. The transition of HR…
Phase 1- providing food, clothes, shelter
Phase 2- motivating by providing effective & fair
appraisals and compensation systems
Phase 3- change agent, innovator, strategic partner

6. Challenges
Leadership Development & Succession Planning
 HR professionals are expected to provide essential
frameworks, processes, tools, and points of view for
selection and development of future leaders
 HR as change agent
 HR must play a proactive role in shaping workforce
attitude and focus in alignment with the company’s
business objectives
 HR should be able to plan and lead large scale
change programmes that improve performance

7. Creating a consistent corporate culture
communicating to all locations about a common
corporate culture and allowing local cultures to
maintain their identity in the context of corporate
culture
 HR as strategic partner
HR must help, coach, advise, and educate senior
executives on how workforce issues can affect overall
performance. It can also contribute to the drafting of
the business plan
Challenges in recruitment
 attracting people with multidimensional skills,
anticipating and finding people for positions that
don’t exist as of yet

8. Attrition & Retention of talent
retention of talent perhaps the biggest challenge in
today’s era. Retention policies in itself present a
challenge
 Compensation Management
 compensation plays an important part in retention
strategies.
 Organizational reward strategy influences both job
satisfaction and motivation for the employee

9.  HR as administrative expert
 besides performing basic functions, HR needs to
keep on evolving
It needs to be conversant with emerging tools and
techniques and innovative org. approaches to improve
the way in which traditional roles are performed
HR as employee champion; employee
engagement and commitment
 HR should maintain a well knit bond with the
employees and develop their trust and confidence in
the organisation’s objectives
Individual aspirations and goals are focused on
HR maintains a balance between individual and org.
goals

10.  innovation & talent development
 developing innovation through training &
development
 studies have showed that companies which have
shown maximum innovation are those which have
invested maximum in training and development
 impetus is on HR to provide the right training
which would lead to desired results
Work-life balance
 HRs job to create programs that creates right
balance between work and life

11. What can be done…????
 develop a culture that attracts people
Possess thorough knowledge of business as well as
human resource functions
 increase credibility of HR in the organisation
Put more emphasis on T&D and recognition activities

12. To sum up…

13. THANK YOU