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Emerging
Challenges To HR

Vinod Bidwaik
http://vinodtbidwaik.blogspot.com
“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
“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
The Essential Question???

How can HR professionals
produce significant value
and deliver results???
Framework of HR Competencies




Competencies   Activities   Business Results
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”
HRM Challenges
   Environmental
                     Environment & Culture
   Cultural
   Organizational      Organization
   Individual
                           Individual
Key HR Challenges-Environmental
   Rapid change
   Workforce diversity
   Globalization
   Technology explosion
   Legislation
   Evolving work and family roles
   Skill Shortages
   Rise of the service sector
Key HR Challenges : Cultural
Basic assumptions and beliefs shared by
members of an organization…
          • Rules, norms
          • Behaviors
          • Philosophy
          • Dominant values
          • Feeling or climate
Key HR Challenges : Organizational

  Cost
  Quality, distinctive capabilities
  Decentralization
  Downsizing
  Organizational restructuring
  Self-managed work teams
  Small business growth
  Technology
  Outsourcing
Key HR Challenges : Individual
   Matching people and organizations
   Ethical dilemmas
   Social responsibility
   Productivity
   Empowerment
   Brain drain
   Job insecurity
Today’s Market Says



“Work where your mind & heart belongs”

Creating such climate is challenge for HR
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.
“HR has the challenge to design
HR strategies which can match
Business Strategies”
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
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.”
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.
•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.
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
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”)
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.
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.
Leadership Development

 Understand styles of leadership

 Display appropriate leadership

 Demonstrate leadership at all levels of
  performance – team, individual, unit or
  organization
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
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
Employee Expectations
   Career Growth Plan
   Working Environment
   Involvement in decision Making
   Responsibility with authority
   Sense of identity & importance
   Compensation
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.
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
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.
Thank you!

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Challenges to HR

  • 1. Emerging Challenges To HR Vinod Bidwaik http://vinodtbidwaik.blogspot.com
  • 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
  • 4. The Essential Question??? How can HR professionals produce significant value and deliver results???
  • 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”
  • 7. HRM Challenges  Environmental Environment & Culture  Cultural  Organizational Organization  Individual Individual
  • 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.