The document discusses the evolving role of HR in response to globalization, technology, and workforce changes, emphasizing the shift from operational to strategic HR. It outlines the necessity for HR management systems to integrate with IT, detailing various systems and their components. Additionally, it provides insights on managing change resistance, including strategies and HR certification options available for professionals.

1. Coping with Changes
By –
Anusha

2. Areas Covered
• Changing Role of HR in the current
scenario
• Operational HR V/s Strategic HR
• Why were the changes required
• Changes Implemented
• Impact of the Changes
• Coping with Changes

3. Changing Role of HR in the current
scenario

4. Shifting Paradigms
What’s Out What’s In
• Job Analysis • Competency Assessment
• Personnel Management • HR Management
• Functional Orientation • Business Orientation
• Focus on Activities • Focus on Impact
• Administration • Strategic

5. Operational to Strategic Transformation of HR

6. Why were the Changes required
• Globalization
• Technology
• Staffing levels/Increase in
Workforce
• Legal and Compliance
restrictions
• Work/life balance

7. Changes Implemented
Human Resource Management System
 Intermediate between Human Resource
Management (HRM) and Information Technology
(IT)
 It merges HRM as a discipline
 Programming of data processing systems evolved
into standardized routines and packages of
Enterprise Resource Planning (ERP) software
 Top vendors like SAP, Oracle Applications, The
Sage Group, Microsoft Dynamics provides various
ERP packages as per end-users needs.

8. Human Resource Management Systems
encompasses of:
• HR Strategic Management
• Employee and Labor Relations
• Staffing/ Recruitment
• HR Training & Development
• Compensation & Benefits

11. Impact of the Changes

12. RESISTANCE THE RESULT
• Appears during  Given no opportunity to
implementing the changes participate
• This is usually the first  Do not understand the
anyone knows of the need or relevance
change  Resist the change
• Is addressed reactively –  Produces negativity
usually with amazement
• Employees are expected
to accept the changes
without ado

13. Coping with Change
• Understanding Resistance to Change
• Working Through Resistance
• Develop an Action Plan
• Create Change Leadership
• Maintain Morale
• Focus on Common Goals
• Organize Assignments to Promote Positive
Results
• Pay Attention to Skill and Career
Development
• Evaluate the Change Process

14. Managing Change: Do’s
–Be a good role model
–Keep your people informed
–Involve employee in the process
–Be honest about your own concerns
–Work consistently to boost morale

15. Managing Change: Don'ts
–Don’t neglect the need for inspiration
–Don’t delegate work, delegate responsibility
–Don’t ignore employees’ concerns
–Don’t lose your sense of humor

17. HR Certification
The Human Resource Certification Institute offers
three types of professional certifications for HR
generalists.
Details on these certifications are available from the
Human Resources Certification Institute, www.hrci.org.

18. Other HR Certifications
• Certified Compensation Professional (CCP), sponsored by
the World at Work Association
• Certified Employee Benefits Specialist (CEBS), sponsored by
the International Foundation of Employee Benefits Plans
• Certified Benefits Professional (CBP), sponsored by the
WorldatWork Association
• Certified Performance Technologist (CPT), co- sponsored by
the American Society for Training & Development and the
International Society for Performance Improvement
• Certified Safety Professional (CSP), sponsored by the Board
of Certified Safety Professionals
• Occupational Health and Safety Technologist (OHST), given
by the American Board of Industrial Hygiene and the Board
of Certified Safety Professionals
• Certified Professional Outsourcing, provided by New York
University and the Human Resource Outsourcing
Association

21. Questions

22. Thank You