The document discusses the role of HR and proposes a new HR philosophy for Christ University. It suggests that HR should help managers manage their employees better by developing leaders from within, empowering managers to make critical people-related decisions, and focusing on hiring people based on interest and fit rather than experience. This new approach aims to improve employee performance and company results by reducing separation between managers and employees and encouraging a people-focused rather than just results-focused approach.

1. Mission
Christ University is a nurturing ground for an
individual’s holistic development to make effective
contribution to the society in a dynamic environment
Vision
Excellence and Service
Core Values
Faith in God | Moral Uprightness
Love of Fellow Beings | Social
Responsibility | Pursuit of Excellence
Case Study
on
Towards a new HR Philosophy
Presented by:
Group 2

2. Excellence and Service
Christ University
 The role of HR is assumed to be that of
administrative with little or no strategic
impact.
 They tend to be a mediator in case a problem
arises between the manager and employees.
But is that all the HR does?
What is the appropriate role of HR function?
CASE

3. Excellence and Service
Christ University
Reasons for Gap
 Managers and Executives focus on financial results
rather than managing people.
 HR then has to 'lean in' to take responsibilities.
This entire process separates managers from it's
employees and enforces a result VS people approach

4. Excellence and Service
Christ University
SOLUTION SUGGESTED
 Helping Managers manage
 Developing Leaders
 Letting Management manage
 Compensation
 Dealing with conflict
 People People

5. Excellence and Service
Christ University
Helping Managers Manage
Invlove employees in the change
process.
Interview employees regarding their
feelings.
Concentrate on effective delegation.
Ask employees for committment.

6. Excellence and Service
Christ University
Devloping Leaders
 Outsourcing leadership development is risky.
 Building it from inside is always a better option.
 Values like integrity, intelligence along with “thinking like an
owner”, innovation and ability to inspire others.
 Should be developed by both managers and employees.
 Leadership to be taught from the orientation of new hires.
 Managers are supposed to assess the needs of the company,
design, build curricula and teach.

7. Excellence and Service
Christ University
Letting Management Manage
• Management make the critical HR decision.
• Managers should be empowered to make relevant decision and be responsible for
the outcome.
• HR constrains decision: a) Hiring, b) Payment & c) Performance Rating
Managers losing their freedom to obtain desired results.
• Freedom = Responsibility
• Recruitment – Flow of qualified candidates, managers conduct interviews to
hire.
• People and Organizational Development only provides;
• actionable data
• useful tools
• in-house recruitment certification.
• Evaluate candidates with standardized tests.
• Same philosophy to other people processes, including performance assessment.

8. Excellence and Service
Christ University

9. Excellence and Service
Christ University
Compensation
 Minimum and maximum pay numbers are not restricted
instead market salaries are researched and guidelines are
provided to managers.
 Departments make compensation because they are
responsible for hiring the right people and managing
how those people perform
 They believe that improving results in company
performance benefits all employees.

10. Excellence and Service
Christ University
Dealing with conflict
 Talking with the other person
 Focus on behaviour and events, not on
personalities.
 Listening carefully.
 Identify points of agreement and
disagreement.
 Priortize the areas of conflict.
 Develop a plan to work on each conflict.

11. Excellence and Service
Christ University
People
 Hiring is quite lean and a rigorous process.
 Candidates are interviewed extensively both by senior
memebers of the department and by internal clients.
 Interest takes the front seat rather than big company HR
experience.
 Candidates scaled on various parameters.
 Companies this way would become more productive.

12. Excellence and Service
Christ University
Conclusion
Success of an organisation lies entirely on their
employees and employers. So, there should be
no false dichotomy between both.
By taking what appears to be a less active role,
HR is acheiving greater influence and greater
success both for company and themselves.

13. Excellence and Service
Christ University