KIIT organised its 8th one day HR conclave to encourage student learning and interaction with industry practitioners on contemporary topics in the field of Human Capital Management. With about 400 participants comprising practitioners and students, interactive sessions were held to share latest trends.

1. Impact of
Technology on
Restructuring
Traditional HR
Practices

2. THE ESSENCE OF HCM IS PEOPLE MANAGEMENT
Processes, Policies, Practices, & Systems that
• address the needs of employees
• support the management of people
• deliver business results within an organization
HCM: Human Capital Management

3. HCM functions as the connection between people, business
needs & the organization
Consolidating HCM with
The Pentagon Model©
HCM structured into 5 dimensions & 20
practice areas
Gets people & organizations ready to
meet business challenges
• Govern
• Motivate
• Organize
• Deliver

4. HRM is a function
HRM delivers enablers - processes, policies practices, systems &
business aligned people strategy
HRM is effective when its enablers deliver business performance
HRM: Human Resource Management

5. Human Capital Management Human Resources
Leaders and managers are
accountable for people
management
Managing people effectively
to deliver business results
Creating right capability to run
business
Driving a high performance
workforce
Measuring impact of people
practices on business
performance
Custodian of people policy &
practices
Create progressive policies,
processes, practices and
systems to enable better
people management
Enabler and executor of HCM
strategy to achieve business
results
Governance for better HCM
practices
Ensure effective delivery of
people related transactions

6. TRANSACTION
Payroll & Benefits
HR Data Management & MIS
Health Insurance
Personnel Records & Doc Mgt.
Basic Policies And Processes
Training Needs &
Administration
HR Forms And Templates
Performance Appraisal
Reference Checks
Recruitment & Offer Letters
Statutory Compliance & Risk
Mgt.
HR Vendor Management
Benchmarking Surveys
TECHNOLOGY 80:20
STRATEGIC
Strategic People Agenda
Culture & Institution Building
Best Employer Brand
Progressive HR Practices
Leadership Coaching And
Effectiveness
HR Target Delivery Model
(TDM)
Reengineering, Automation
Hubbing
Change Management And
Business Transformation
Human Capital Index (HCI) &
Shareholder Value
TECHNOLOGY 20:80
Workforce Planning;
Selection Tools & Techniques
Employee Relations
Onboarding
Engagement & Productivity
Training & Development
Reward & Recognition-
Performance & Motivation
Organisation Design
Structured Communication -
Individual, Team And Orgn
Talent Management
Career & Succession
HR Structure & Process
TECHNOLOGY 80:20
HRM as we know it- Impact of technology

7. DOWNSTREAM Technology 80:20
Process Automation & Maintenance
UPSTREAM Technology 20:80
Domain Capability & Execution
TRANSACTION
Payroll & Benefits; HR Analytics; Health
Insurance;Archiving; Compliance
Performance Management; Surveys;
Reference Checks; Recruitment;
Work force Planning; Selection
Tools & Techniques; Policies and
processes; Onboarding,
Engagement
Reward & Recognition
Talent Management;
Engagement
STRATEGIC
Strategic People Agenda;Culture&
Institution Building;
Employer Brand Value;
Leadership Succession, Coaching &
Effectiveness;
Human Capital Index (HCI) &
Shareholder Value;
Automate transaction. Focus on business

8. Technology has yet
to infiltrate

9. Strictly Confidential 9
HR business partner influencing that’s passé
Single loop
influencing Double loop
influencing
Business Aligned people
strategy
• People planning &
management
• Knowledge management
• Learning & development
• Performance management

10. Triple loop influencing
• Performance review
• Bench marking
• Employee
engagement
• Salary review

11. HR technology : Where, what, when
Technology Supports Speed, Scale, & Accelerates Productivity
ASSESS
IDENTIFY
&
PLAN Tech infused
products
• Process standardization
• Process repetition
EXECUTE
Domain capability
• Knowledge
• Skills
• Experience
Technology in HR will reduce inefficiencies by US$ 600bn

12. People Leader & Influencer Of People
Management
• Deep domain knowledge & wide
experience
• Ability to leverage technology for speed,
scale & agility
• Business knowledge & understanding
• Mindset that is:
• Analytical
• Agile
• Adaptable
• Strategic
• Empathetic
The path that HR leadership is taking

13. HCM outcomes are strongly influenced
by the HRM function
You can't get the Human out of Human
Capital Management!
In conclusion

14. Strictly Confidential 15
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