This document discusses the role and responsibilities of HR, including effectively managing people, linking compensation to competencies, succession planning, and acting as a strategic partner and change agent. It outlines the transition of HR from focusing on basic needs to motivating employees to innovative strategic thinking. Some key challenges for HR are leadership development, creating a consistent culture while allowing local flexibility, attracting multidimensional talent, retention, compensation management, and developing a work-life balance. HR must keep evolving, engage employees, develop innovation through training, and address these challenges by developing an attractive culture, possessing business knowledge, increasing their credibility, and emphasizing training and recognition.

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

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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