MM Bagali, HR Research, HRM, HRD, HR, Management, Research

1. Human Resources
wel-come all
Module No: 2
sm bagali
Professor / Research Guide / HR area / Jain University

2. Learning Objectives
• Research in HR
• What's in it
• Setting an Agenda

3. Research in HR
Developing the next generation HR Research

4. Myths of HR Research
More theory
Small samples conclusions
Repeated topics
No Policy implications
Valid and reliable data
Not addressing at National / International level

5. Core assumptions of HR
How do we calculate HR contribution
ROI in what way to measure
Returns are late
How HR has impacted and where
How to have Analytics of HR
Can everyone be called as HR or HR is from all
Commonsense works for HR

6. Objectives of HR Research
– New Theory / Model
– Old Theory to test
– Reporting an system / practice
– Developing concepts
– Comparative study
– Explorative study
– Descriptive study

7. Bottom-line of HR Research
• Specific gaps/ shortage in Existing Literature
• Scan for Overlooked areas
• Gap Spotting
• Underdeveloped areas
• Original Research Questions
• Always challenge the Old ones

8. HR research through ages
– Before 1970 Not significant
– 1970’s Social Security
– 1980’s Welfare/ satisfaction
– 1990’s Law/ TU/Dispute
– 2000’s HRM/HRD
– 2005’s People Centric
– 2010’s Empowerment/ Engagement, et al
– 2011’s ???

9. Biggest Challenges for HR Chief

10. “Which of the HR issues represent your biggest
challenges “
Survey reported at HR Executive, USA, May 2012,
p: 40
716 HR chiefs participated

11. Which of the HR issues represent your biggest challenges
• Talent Acquisition
• Succession Planning
• Change Management
• Compensation and Benefits
• Training and Development
• Talent Retention
• Health Care
• Legal issues
• Technology
• Layoffs/ Hiring freezes
• M/A

12. 7 Biggest Challenges for HR Chief
Sources: Economic Times, 3rd September, 2012, p: 4. Deloitte Compensation Survey, 2012

13. Research Reporting in HR from

14. March 2011 to March 2012
http://hbr.org/magazine
March 2011 April 2011 May 2011 June 2011 July – Aug Sep 2011
2011
Jan- Feb
March 2012 Dec 2011 Nov 2011 Oct 2011
2012

15. Strategic HRM
• Transforming HR through Technology
• Virtual Organization : Challenges and Issues
• Employer Branding as Strategic Tool
• Leadership

16. Talent Acquisition
• Emerging trends in Global mobility
• Attracting Talent
• Engaging Talented Employees

17. Performance Management
• Competency Mapping and Management
• Workforce Productivity
• Competency Model for Education Sector

18. Learning and Development,
including Knowledge Management
• Training Designs
• Building Learning Culture

19. Compensation / Rewards / Pay
• Pay…. JD redefined
• Market based Pay structure
• Retention bonus strategies

20. Coaching
• Cross Cultural coaching
• Executive coaching

21. Diversity
• Managing diversity
• Managing MNC: HR way
• Multiculturalism

22. Latest 6 months
April 2012 May 2012 June 2012
– Best Practices – Productivity – Leadership
– Performance Management – Social Sites – Employee Conflicts
– Leadership issues
– Building Great Teams
July- Aug 2012 Sep 2012 Oct 2012
– Cultural Studies – Entrepreneurial Leadership – Compensation

23. What makes HBR great after so many years of running
Most of the papers / articles / cases / research
paper / interviews and write ups at HBR from :
Fortune Companies
Macro Study / Major study
Huge Data at Countries involved
Burning Issues
CEO level analysis

24. Leading People. Leading Organizations

25. Strategic HRM
• Business Strategy and HR Strategy
• Change Management
• Mergers and Acquisitions
• Managing Downturn
• Employee Value Proposition and Branding

26. Talent Acquisition and People Flows
• Sourcing and Recruiting (External and Internal)
• New Hire Engagement
• Women workforce issues

27. Learning and Development (Including Knowledge Management)
• Creating a learning culture
• Learning Design
• Knowledge Management

28. Compensation, Reward and Recognition
• Areas like : JD, Pay ranges/band, Variable pay
• Executive Compensation
• Skill and Knowledge based Pay

29. Talent Development, Engagement and
Retention
• Talent Development Strategy
• Succession Planning

30. Employee Advocacy and Relations
• Employee Satisfaction / Engagement/
• Harassment and Laws
• Gender Equity

31. Industrial Relations
• Laws
• IR issues
• Collective Bargaining

32. Executive Coaching and Leadership
• Effectiveness of CEO/ Chairman
• Redefining the CEO JD and ROI to companies

33. Understanding the
H R
Five Questions That matter
for HR’s future

34. 1st Question:
HR
Alignment : Why does any HR program matter to
the business, and is HR truly aligned to the
business to provide value

35. 2nd Question:
HR
Leaders: Why must HR foster leadership
within the organisation to drive success

36. 3rd Question:
HR
Talent: Why does HR need to look at future
talent/ skills necessary

37. 4th Question:
HR
Reward: Why must HR provide incentives that
are meaningful to employees

38. 5th Question:
HR
Agility: Why HR must adopt cloud technology

39. A word of warning…
• Good data is must
• Questionnaire elaborate
• Statistical Analysis
• Pilot Study
• Document everything in the process
• As case study, the style will be different

40. Seminar
Presentation on:
Great place to work strategies
15 min presentation / 10 Q-A /

41. Reading List
Fortune
Great place to work
Harvard Business School Press
MIT- Sloan Management Review
American Management Association
EBSCO

42. Quiz
Let me have a Topic from you, which
corporate are looking for …….

43. This is what they are looking
Rank
• Engagement – Attrition
• Multicultural Mgt
• Performance Management
• Leadership
• Talent Retention

44. This is what they are looking
• Engagement -Attrition 2
• Multicultural Mgt 1
• Performance Management 4
• Leadership 3
• Talent Retention 2

45. Quizzzzzing

46. Testing 1:
According to recent research, what is the top
driver of job satisfaction?
Job security
Compensation
Opportunities to use skills and abilities

47. Testing 1:
According to recent research, what is the top
driver of job satisfaction?
Job security 18%
Compensation 35 %
Opportunities to use skills and abilities 47 %

48. Testing 2:
Human resource Management includes various
activities including production forecasts
1. True 2. False

49. Testing 2:
Human resource Management includes various
activities including production forecasts
1. True 2. False

50. Testing 3:
One of the HR managers Biggest bugaboos
regarding Performance Management is : …….

51. Testing 3:
One of the HR managers Biggest bugaboos
regarding Performance Management is :
Assigning ratings

52. Testing 4:
A Recent Study (2012 May) by the Ladders, A
New York based Job Matching Services,
reports: ………….. time to decide on candidates
Good fit

53. Testing 4:
A Recent Study (2012 May) by the Ladders, A
New York based Job Matching Services,
reports: 10 seconds time to decide on
candidates Good fit.

54. Match the Theories
1. Systems theory • A. Recognizes pieces, purpose, and
relationships that can maximize systems
and subsystems
• B. Scarce resources, sustainable resource,
2. Economic theories for HRD
human capital theory
3. General Systems theory
• C. How systems connect and disconnect and
have to do with input, process, output,
feedback loop
4. Futures theory • D. True picture of facts, potential flux of
facts, and decision making agility required
next

55. Answers……..Match the Theories
1. Systems theory • A. Recognizes pieces, purpose, and
relationships that can maximize
systems and subsystems
• B. Scarce resources, sustainable
2. Economic theories for HRD
resource, human capital theory
• C. How systems connect and
3. General Systems theory disconnect and have to do with input,
process, output, feedback loop
• D. True picture of facts, potential flux
4. Futures theory of facts, and decision making agility
required next

56. Human Resources
Hope to see you next week, thanks a lot, bye bye