This document contains excerpts from a seminar on human resources and the future of work. It discusses how the role of HR is changing from an administrative function to a more strategic leadership role. It notes trends like increasing diversity, the changing nature of work, and the challenges of talent management. Several speakers are quoted discussing how HR must transform to address these changes and better support business goals by focusing on areas like leadership development, organizational capabilities, and creating a workplace of choice. The overall message is that HR needs to shift from transactional activities to more strategic and value-adding roles to help organizations adapt and thrive in an evolving business environment.

1. Vikas S Shirodkar
VP Human Resources
1 nhrd seminar, pune

2. “The only thing that is constant is
change”
Heraclitus, Greek philosopher
Addendum : “ and the speed of change is
ever increasing “
“ It is not the strongest of the species
that survive, nor the most intelligent,
but the one most responsive to
change” Charles Darwin
2 nhrd seminar, pune

3. “The Future
Ain’t What
It Used To Be !!!!
3
nhrd seminar, pune 10/6/2012

4. “The Future arrived when we
weren’t looking, so we’re still
dealing with issues, ideas and
programs that don’t fit the
world’s new realities.”
Peter Drucker
4
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5. 5
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6. Ever changing
markets
6
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7. Ever changing
customer
7
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8. Great Opportunities and
Greater Challenges!
17 June, 2006 nhrd seminar, pune 8

9. Market Pressure
Ever increasing demands from the ‘Global Customer’
Customer’s will be more global, mobile, educated and increasingly
demanding of:
 More choice  Knowledgeable service staff
 Greater levels of responsiveness  Individualised attention
In the globalized world, heightened marketplace volatility will become
the norm. Matching the workforce to these demands will become
increasingly complex
9
nhrd seminar, pune

10. To Respond, the Focus Must Be on
Improving Performance, Agility
and Productivity...
…however there is a growing mismatch between employer
and employee expectation
Increasingly, skilled workers*:
 Define loyalty as the value of their contribution to an organisation, not
longevity
 Take more control of their careers, and want rewards based on
performance
 Prioritise work/life balance factors in selecting an employer
 Are more mobile, and are prepared to travel for career development
*Source:”The Rise of the Emergent Workforce” Spherion Pacific Enterprises LLC
The development and execution of key interventions to address the
above will realise competitive advantage
10
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11. The Leadership Question
The first job is not
to make decisions,
but to make sense
-- Alan Weber, Fast Company
17 June, 2006 nhrd seminar, pune 11
Source : Verna Alliee

12. Survey reports….
 Recent research covering top professionals
from 7 Asian countries found that the
single most important factor that makes
winning organizations:
 __ % respondents voted for “people/HR”
 __ % respondents voted for “technology”
 __ % respondents voted for “optimum
utilization of corporate resources”
12
nhrd seminar, pune 10/6/2012

13. Where does HR fit in ?
“The next ten years will be the HR decade.”
Professor David Ulrich
“Human Resource Champions”
“I am describing your human resources department, and
have a modest proposal: Why not blow it up?”
Thomas A. Stewart
“Fortune” Magazine
Which of These is True?
13 nhrd seminar, pune

14. HRD: Holiday Recreation Dept.
Human beings
are like tea
bags - you do
not know your
own strength,
until you get
into hot water !
nhrd seminar, pune 14

15. People @ The Heart
PURPOSE PROCESSES
PEOPLE
PRODUCTS PARTNERS
nhrd seminar, pune 15

16. HR is no longer a function...
 1980s a Deployer of policies
 1990s a Business Partner
 2000s an Co-Architect of business future
16 nhrd seminar, pune

17. To truly enable the strategy HR must
Transform…..
TOMORROW
TODAY
YESTERDAY
Defining HR
HR Leadership
Strategic
Role of Competency?
HR Partner
Business Partner?
Role Procedural
Cost Centre?
of HR
Outsource the
HR On Demand
Duplicated
Optimise
Shared service HR Function?
The HR Simplify & Delivery Channels?
Administration
Function Share Process?
Payroll System &
Business Case
Enabling Personnel Database Ensure Access
Integrated HRMS The On Demand
Providing The
Technologies Realisation / ROI? with Self-Service
& Usage? Workplace
Right Tools?
17
Source : IBM nhrd seminar, pune

18. The Leadership Journey Requires HR
to Simultaneously Manage Divergent
Strategies
HR as an
Administrative HR as a
expert Leader
adopting a strategic focus on
on-demand key intervention areas
variable cost
structures, and as
close to zero as
possible
18
nhrd seminar, pune

19. Evolution of the function : Admin.
to Personnel to HR
20%
10% Strategic
Strategic
Planning Planning
60%
30%
Customer Service/ Customer Service/
Consulting Consulting
Administration
Administration 20%
60%
TODAY TOMORROW
19 nhrd seminar, pune

20. To Achieve the Competitive Advantage
HR must Adopt a Leadership Position
Leadership
Partner to the Business
Service Provider
Compliance
Personnel Administration
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20

21. Transformation Process
 Take HR from a people business to
beyond business partnership
 Liberate HR function from burden
of transactional processes
 Refocus HR functions to support
strategic workforce management
 Provide leadership to bring in HR
best practices and business/HR
strategy alignment
21 nhrd seminar, pune

22.  Understanding trends
22 nhrd seminar, pune

23. Future Trends
Rising cost
of benefits,
especially
health care
Rising
Compensation
Costs
Competitive
pressure on
increasing
employee
wages
23 nhrd seminar, pune

24. Future Trends
Managing
talent
Developing
Human
Capital
Higher
Shortage
Ethical
of Talent
Standards
24 nhrd seminar, pune

25. HR Technology Future Trends
Use of
technology to Evolution of
communicate new
with technologies
employees
A move
toward
single
software /
ERP
platforms
Harnessing New Technology
25 nhrd seminar, pune

26. Future Challenges
Increased
diversity in
the
workforce
Changing Managing
work
patterns – the Work-life
24/7
availability, Changing balance
etc.
Workforce
Increased
vulnerability
of intellectual
property
26 nhrd seminar, pune

27. Continuum of People Involvement
Today : Age of Information 2020: Age of Engagement
 One way monologue  Two-way dialogue
 Telling/selling  Listening/responding
 Educating  Learning
 Presenting technical  Eliciting values,
information hopes, dreams,
 Discerning public concerns, fears
opinion  Discerning public
 People are not judgment
responsible for  People are responsible
identifying or carrying for identifying or
out decision or carrying out decision
solution or solution
27 nhrd seminar, pune

28. SHIFTS RE-SHAPING HR ROLES
FROM TO
Local markets, operations Global markets, operations
Manufacturing, clerical work Service, knowledge work
Hierarchy Networks
Intermediaries; face-to-face Direct access,virtual relationship
Obedience to formal authority Questioning of formal authority
Stability, efficiency, control Change, creativity, flexibility,
order
Full time job
Part-time and project work
Customer service
Shareholder, stakeholder value
Work done by employees
Work done by many contributors
Fixed work location
Diverse work locations
Management prerogative
Social licence
Loyal service
Marketable knowledge, skills
White, male workforce
Diverse workforce
Financial performance
Triple bottom line
“Get a job”
“Get a life”
Dr. Peter Saul
28 nhrd seminar, pune

29. CHANGING “HR” ROLES: Some
Generalisations
PAST FUTURE
HR ROLE WAS CLEARLY PEOPLE/LEADERSHIP ROLE IS
DIFFERENTIATED DISTRIBUTED AND DIFFUSE
– mechanistic – knowledge management
(Personnel Admin) – relationship management;
– ritualistic, legalistic (IR) teamwork
– CEO’s eyes and ears – legal compliance
with the troops – change management
– distinct professional – no distinct HR profession -
career paths new hybrid roles emerge
HR is HR’s responsibility People/Leadership is
everyone’s responsibility
29 nhrd seminar, pune

30. HR EXECUTIVES’ VIEW OF THE FUTURE
TOP 5 BUSINESS CHALLENGES TOP 3 HR CHALLENGES
 Developing new markets  Attracting and retaining
talented people
 Improving profitability
 Market share growth  Improving organisational
capabilities
 Becoming the recognised
global market leader
 Developing leadership
 Building shareholder value skills
Source: Arthur Andersen survey of HR Executives in almost 70 Australian-based firms
Finding innovative solutions
30 nhrd seminar, pune

31. “It’s not so much that we’re afraid
of change, or so in love with the old
ways, but it’s the place in between
that we fear… it’s like being
between trapezes. It’s Linus when
his blanket is in the dryer. There’s
nothing to hold on to.”
- M. Ferguson
31 nhrd seminar, pune

32. “The bad and the ugly in HR”
 “Many HR people still lack business acumen”
 “We have not adequately managed high
expectations of HR”
 “There’s too much modeling of mediocrity… and
way too little real research going on”
 “We have overhyped e-learning and some other
fads”
 “We do much order-taking… and mistaking talk
for action”
Jim Moore, former Director of Workforce Development at Sun
Microsystems in his address to the SHRM Annual Conference
32 nhrd seminar, pune

33. HR AT A CROSSROADS
Results of a forum on the "The State of the HR Profession"
held in conjunction with the 2010 Annual Conference of the
Society for Human Resource Management
 “Significant change is inevitable for HR” but
“what HR will be and do is not yet clear”
 An HR practitioner might be "a hybrid line
manager" who is "first and foremost a business
executive" but has expertise in at least one HR
function.
SHRM President and CEO, Helen Drinan
 “We have to get management to
understand that they're responsible for
people” AND “If we do our job—and
work ourselves out of a job—so be it."
Also see FT.com online forum on33
“Human Resources: A career in crisis?” pune
nhrd seminar,

34. More OD and Change; Less
Canteen & Toilets
 “Old days” of
– Administration
– Transactions
– Employee Champion/Advocate
– are OUT
 HR does not require a facelift
 the entire DNA needs to be
changed
 NEW Model of HR Service Delivery
needs to emerge34 nhrd seminar, pune

35. HR Managers of Today
35 nhrd seminar, pune

36. HR Roles of Today
 Industrial relations
 Administrative
 Personnel
Management and
Policy Formulation
 HRD Facilitation
 Change
Management
nhrd seminar, pune 36

37. Future of HR
 All the above will be outsourced
37 nhrd seminar, pune

38. HR in transition...
 1/3 is automated
 1/3 is given back to line mangers
 1/3 is out-sourced
 What is left of HR in HR ???
38 nhrd seminar, pune

39. What makes for a great day?
39 nhrd seminar, pune

40. What makes you hit the snooze button?

41. WHY
Goal of GHRT
41 nhrd seminar, pune

42. “ I WOULD RATHER HAVE SURGERY AND LIVE
THAN
AVOID PAIN AND DIE ”
42
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43. TO ACHIEVE LEADERSHIP &
GROWTH…
Greater Talent Management expertise
Clear visibility to organizational data to
LEADER facilitate business planning
NEEDS
Stronger connection to their people to engage
them and enable them to achieve their greatest
value
J&J’s Leaders need greater leadership capabilities and organizational
information to lead their businesses through the changing world of
health care
43 nhrd seminar, pune

44. So GHRT aims at…
Developing leadership and talent is a
key business priority needed to drive
growth in our businesses.
Changes to enable this include :
•Ability to move talent globally based on
evolving business needs
CREATING •Cross-sector collaboration and sharing of resources
VALUE FOR and practices
OUR BUSINESS •Ability to anticipate and rapidly fill roles in critical
capability areas
•Remarkably consistent employee experiences
A new HR operating model that will support
the development and accountability of people
leaders
THE FUTURE
OF HR
44 nhrd seminar, pune

45. Service Delivery Model Components
Business- Specialist Employee
Based HR Groups Service Centers
Global Technology Backbone
45 nhrd seminar, pune

46. Integrated HR Service Delivery
Model
HR Service
Centers
HR
Leadership /
Governance
Centers of Business
Expertise Based HR
Line Leader, HR
and Employee
Behaviors and
Core Global HR Processes Accountability
including Self-
Harmonized Global HR Policies
Sufficiency
Globally Integrated Single HRMS
Enabling HR Foundation
46 nhrd seminar, pune

47. What is the Big Transition?
Products
Solutions
Experiences
47
nhrd seminar, pune 10/6/2012

48. Strategic Roadmap Conference
Large Scale Interactive Process for
communicating with employees and get
their buy-in on the Strategic Plans. This is
a theme based motivational event.
48 nhrd seminar, pune

49. Rewards Management: Peer Awards
49 nhrd seminar, pune

50. Fleet Safety - A process on safe driving of two and four wheelers at work or
otherwise. ALL employees have been covered through training programs. As a part
of our social responsibility we have run this program also for Chennai Police.
50 nhrd seminar, pune

51. Corporate Citizenship
51 nhrd seminar, pune

52. Give them something to care…
 About the mission of the company
 About why the company exists
 About what difference they are making in
lives of customers
52 nhrd seminar, pune

53. WORKPLACE
OF CHOICE
53
nhrd seminar, pune 10/6/2012

54. THE BUSINESS CASE: IT WORKS
 This is more than a ‘feel good’ goal. It
enables
– Strong Financial Performance
– Sustained Business Success
 Fortune Magazine publishes an annual
study of “Best Company to Work For”
and “Most Admired”
54
nhrd seminar, pune 10/6/2012

55. On both the Most
Admired and Best
Places to Work list
for the last 5 years
Microsoft profits soar
55
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56. Top 10 Most
Admired Company
4 of the last 5 years
Best Places to
Work
3 of those years
FedEx profits surge
in third quarter
56
nhrd seminar, pune 10/6/2012

57. # 4 on both Best
Places
to Work and World’s
Most Admired
Company lists for
2010
Google Sets Record for
Quarterly Profit
57
nhrd seminar, pune 10/6/2012

58. How it works
 Employees choose to dedicate themselves
to the company’s success
 Employees have intense desire to be
a member of organization
 Current & potential employees speak
positively about organization
58
nhrd seminar, pune 10/6/2012

59. WORKPLACE OF CHOICE: HOW WE
BEGIN
Winning Business
Results
Company Provides
Employees Enable
Workplace of
Company’s Success
Choice
Attract and Retain
the Best Talent
59
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60. 7 DIMENSIONS THAT
ENABLE WORKPLACE OF CHOICE
Commitment Teamwork
Personal &
Trust Professional Growth
Recognition Fairness
Health &Well Being
60
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61. What do employees desire?
Learning Positive
Job Work
&
Content Development Environment
Rewards Fulfillment
& Of
Recognition Life
Roles
61
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62. 3 steps
 Initiate conversation and Identify Priority
Dimensions
 Describe top priorities
 Implement your ideas
62
nhrd seminar, pune 10/6/2012

63. CHANGE MANAGEMENT STRATEGIES
:
CHANGE MANAGEMENT FRAMEWORK
Articulation of a compelling, shared
8 vision and business imperative for
Create a Compelling, change
8 Employees are enabled to Shared Vision
learn new behaviors and apply 8 Stakeholders with authority,
them to their work power and/or influence lead
Deliver Learning, and visibly support the change
Training and Build Stakeholder &
Performance Leadership
Support Alignment
HR
Transformation
8 Employees are well -
Provide Organization Deliver Communications informed about and involved
8 Aligned systems and and Resource
& Build Engagement in the change
organizational models that Planning
support the change and
reinforce the new behaviors Provide Measurement,
Evaluation
& Enable Improvement
8 Establishment of short - and long -
term measures of success
GM’s 55 day
63
Strike at Halol nhrd seminar, pune

64. Future Challenges
Managing the Changing Workforce
Increased diversity in the workforce
 Creating workplace that respects and includes
differences
 Recognizing unique contributions individuals
with differences can make
 Creating work environment that maximizes
potential of all employees
64 nhrd seminar, pune

65. Work-Life Balance
 According to study by Center for Work-Life Policy,
1.7 million people consider their jobs and work hours
excessive
 50% of top corporate executives leaving current
positions
 64% of workers feel work pressures are “self-
inflicted”, and taking a toll
 In the US, 70%, and globally, 81%, say jobs are
affecting their health.
 Between 46% and 59% of workers feel stress is
affecting their interpersonal and sexual relationships.
 Males feel there is stigma associated with saying “I
can’t do this”
This will create future challenges
65 nhrd seminar, pune

66. Conclusions
 Exciting time for HR professionals
 More emphasis on cost containment and
control
 Focus on employee responsibility and
involvement at work
 Greater use of technology in communication
with employees
 More flexible patterns of work
66 nhrd seminar, pune

67. The HR Value Proposition
Knowing external
Business realities
( technology, economics,
Globalization,
Demographics )
Ensuring HR Serving external and
Professionalism Internal stakeholders
( HR roles, competencies, HR Value ( customers, investors,
and development ) Proposition managers and employees
Building HR resources Crafting HR practices
( HR strategy and ( people, performance,
Organization ) Information and work
Source: Dave Ulrich & Wayne Brockbank – The HR Value propositionseminar, pune
67 nhrd

68. From a cacophony of HR Roles
Coach Facilitator
Business
partner
HR leader Enabler Advocate
Employee Maintainer &
champion Initiative leader Monitor
Change agent
Strategist Operational
supporter Rapid deployment Internal
specialist consultant
Human capital
steward Manager of firm
infrastructure Competency
practitioner
Knowledge Policy
Manager of employee
facilitator Strategic Administrator
contribution
partner
Prog coordinator
Service provider Reactive problem
solver
Conscience Relationship builder
Architect
Admin Expert Client relationship manager
68 nhrd seminar, pune

69. Synthesis of roles for HR
Professionals
Human Capital
developer
Employee HR Strategic
advocate
leader partner
Functional
expert
Source: Dave Ulrich - HR Champions
69 nhrd seminar, pune

70. Take the first step in faith. You
don't have to see the whole
staircase, just take the first step.
- Martin Luther King, Jr
70 nhrd seminar, pune

71. “Change is the law of life, and
those who look only to the
past or present are certain to
miss the future.”
-: John F. Kennedy
71 nhrd seminar, pune

72. Brain v/s. Heart Game ??
72
nhrd seminar, pune 10/6/2012

73. New Task & Expectation for HR
From Human Resources
to
Human Forces
73 nhrd seminar, pune

74. PHOENIX: an euphemism for “new” HR
 PHOENIX : the only
one of its kind that
after living for 5/6
centuries in the
Arabian desert, burnt
itself on a funeral pile
& rose from the ashes
with renewed youth to
live through another
cycle.
nhrd seminar, pune 74

75. What does the “average” employee
need to know about the brave new world ?
Don’t be “average”.
75 nhrd seminar, pune

76. I have come to accept that the life of a
forerunner is a hard one, that he will suffer
more injuries than most men and that
many of these injuries will not be
accidental.
………PELE
76 nhrd seminar, pune

77. 17 June, 2006 nhrd seminar, pune 77

78. HR is about sharing !
I would love to share this presentation
with you. Please send me an email :
vikas.shirodkar@gm.com

79. 79 nhrd seminar, pune