2. “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.”
Source: Peter Drucker
3. “This business game is all about
winning. The team that wins is the
team with the best players. Your job is
to field the best players.”
Jack Welch, Former CEO General
Electric Corporation
5. Framework of HR Competencies
Competencies Activities Business Results
6. Organizational Capability
“ Organizational Capability is a
business’s ability to establish internal
structures and processes that influence its
members to create organization-specific
competencies and thus enable the
business to adapt to changing customer
and strategic needs”.
D. Ulrich & D. Lake (1990)
“Organizational Capability”
8. Key HR Challenges-Environmental
Rapid change
Workforce diversity
Globalization
Technology explosion
Legislation
Evolving work and family roles
Skill Shortages
Rise of the service sector
9. Key HR Challenges : Cultural
Basic assumptions and beliefs shared by
members of an organization…
• Rules, norms
• Behaviors
• Philosophy
• Dominant values
• Feeling or climate
10. Key HR Challenges : Organizational
Cost
Quality, distinctive capabilities
Decentralization
Downsizing
Organizational restructuring
Self-managed work teams
Small business growth
Technology
Outsourcing
11. Key HR Challenges : Individual
Matching people and organizations
Ethical dilemmas
Social responsibility
Productivity
Empowerment
Brain drain
Job insecurity
12. Today’s Market Says
“Work where your mind & heart belongs”
Creating such climate is challenge for HR
13. HR Back office to Board office
The present days business is associated with
the strategy which is taught, studied &
discussed on short & long term planning.
Thus HR has no longer been an operational
function but a Strategic function.
14. “HR has the challenge to design
HR strategies which can match
Business Strategies”
15. Selecting HR Strategies
Fit with organizational strategies
Fit with environment
Fit with organizational characteristics
Fit with organizational capabilities
Choosing Consistent and Appropriate HR Tactics
to implement HR Strategies
16. Employees as an Intellectual Asset
Intellectual assets can be defined as sum total of skills,
knowledge & competencies that an organization
possess and channalises for constructive purposes”
HR has the challenge to develop such intellectual
potential in the company and keep them away from
frustration.
“In short Employee Engagement is a challenge.”
17. Career Planning
In general it is the desire of everybody to
go up & grow.
Once the aspirations and desires of
employees are taken care of, the
organizations can grow to higher level of
efficiency and productivity.
18. •Thus a career is more than just the job or
sequence of jobs a person holds over a lifetime.
It is individually perceived sequence of
attitudes & behaviors associated with work-
related experiences & activities over a person’s
life.
19. Conflicts Management
“ Survival of the Fittest”
This slogan has created a stiff competition among the
companies as well as among the employees working
in the same department.
All intellectual assets are trying their best to prove
themselves to stay in the flow.
Sometimes it may create rivalry &
resolving such conflicts becomes a challenge for HR
20. Workplace Diversity
Workplace Diversity includes employees with
different age, gender, educational background,
geographic location, income, religious beliefs, work
experience etc..
HR Manager needs to be mindful & may employ a “
Think Global, Act Local” approach.
A HR Manager needs to change from an ethnocentric
(“ our way is the best way”) to a culturally relative
perspective (“let’s take the best of a variety of
ways”)
21. How To Manage Diversity
Diversity Mentoring Program – Encourage employees
to move beyond their own cultural frame of reference
to recognize & take full advantage of the productivity
potential inherent in a diverse population
Organizing Talents Strategically – Consider how a
diverse workforce can enable the company to attain
new market & other organizational goals in order to
harness the full potential of workforce diversity
Leading The Talk – Show respect for diversity issues
& promote clear & positive response in ethical &
responsible manner.
22. Leadership Development
Leaders are confident there is always something
higher to achieve, a new level of excellence to
attain.
HR has to take initiative to develop the leadership,
identify the people, track the talent & develop.
23. Leadership Development
Understand styles of leadership
Display appropriate leadership
Demonstrate leadership at all levels of
performance – team, individual, unit or
organization
24. Knowledge Transfer
In today’s fast-paced life, the wins usually go to
those with exceptional skills and abilities which can
be acquired by sharing of knowledge.
Therefore HR has to create the forums, platforms
for knowledge transfer from senior employees to
junior employees
25. Business Knowledge
HR must understand…
Internal / external customers
Key business disciplines
Business structure, vision, values,
goals, strategies, finances
Competitors, products, technology
and sources of competitive advantage
26. Employee Expectations
Career Growth Plan
Working Environment
Involvement in decision Making
Responsibility with authority
Sense of identity & importance
Compensation
27. Flexible Work Structure
HR has the challenge to: -
To recruit the multi skilled manpower.
To retain and develop the multi-skilled manpower.
To implement various HR policies like job rotation
to retain the multi skilled manpower.
28. Organizational Life Expectancy
Lot of Mergers & Acquisitions are happening
Organizational life expectancy is depend upon the
success of business
May be short or long
How to cope emerging challenges to sustain in both
ways
Cross –Cultural Issues
29. Creativity & Innovation
Creativity & Innovation is the critical issue.
How to make the people creative and more
innovative
HR has to play a major role to create such
programme.