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HUMAN RESOURCE MANAGEMENT.(An Introduction)<br />www.humanikaconsulting.com<br />
The Flow<br />Definition<br />Approaches and their Implications<br /> Functions<br /> Emerging Roles<br /> Challenges<br /...
Definition<br />   Human resource management is the function performed in an organization that facilitates the most effect...
Strategic/Long-term<br />They all matter…<br />Without being great at the short-term, little space for long-term.  Executi...
Strategic Partner – 2 tools<br />Organization Architectures / Frameworks<br />
Administrative Experts<br />Customer/consumer-centric<br />Know what the customer values<br />Constantly strives to delive...
Employee champion<br />PAS<br />Proactively identify and implement tactics to increase employee satisfaction, engagement a...
Change Agents<br />Change success factors:<br />Leading change / sponsorship clear – leader who:<br />Owns and champions c...
9/1/2010<br />9<br />
Maintaining HR<br />9/1/2010<br />10<br />
Why human relations approach Failed??<br />9/1/2010<br />11<br />
Human Resources Approach<br />Organization goal & needs of employee are capable of existing in harmony <br />Employees are...
Challenges Before HR Manager<br />9/1/2010<br />13<br />
9/1/2010<br />14<br />
Operative Functions<br />15<br />
Employment<br />16<br />
Human Resource Planning<br />Present and future manpower requirements<br />Net human resource requirements<br />Mould, cha...
Recruitment<br />Tapping existing sources of applicants<br />Identifying new sources of applicants<br />Attracting the can...
Selection<br />19<br />
Human Resource Development<br />20<br />
Compensation<br />21<br />
Employee Relations<br />Employees in organizational context, as a social group<br />Determining the job satisfaction level...
Emerging Role of Human Resource Management<br />   It is the competence and attitude of the human resource that can make o...
Value of Human Resources<br />9/1/2010<br />24<br />
Human resources- A competitive advantage<br />9/1/2010<br />25<br />
Human resource accounting<br />9/1/2010<br />26<br />
9/1/2010<br />27<br />
9/1/2010<br />Free template from www.brainybetty.com<br />28<br />
Challenges For HR Professionals<br />   WHY AND WHERE????<br />WHAT???<br />9/1/2010<br />29<br />
Where did these challenges come from???<br />9/1/2010<br />30<br />
Strategic Human resource Management <br />9/1/2010<br />31<br />
9/1/2010<br />32<br />
IN A NUTSHELL<br />9/1/2010<br />33<br />
9/1/2010<br />34<br />
9/1/2010<br />35<br />
THE CHALLENGES<br />9/1/2010<br />36<br />
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Human resource management

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Human resource management

  1. 1. HUMAN RESOURCE MANAGEMENT.(An Introduction)<br />www.humanikaconsulting.com<br />
  2. 2. The Flow<br />Definition<br />Approaches and their Implications<br /> Functions<br /> Emerging Roles<br /> Challenges<br /> Strategic HR Management<br /> In a Nutshell<br />9/1/2010<br />2<br />
  3. 3. Definition<br /> Human resource management is the function performed in an organization that facilitates the most effective use of people(employees) to achieve organizational and individual goals<br />9/1/2010<br />3<br />
  4. 4. Strategic/Long-term<br />They all matter…<br />Without being great at the short-term, little space for long-term. Executing the short-term things well, build credibility<br />When people think about HR they think about admin and employees. When they think about great HR they think about strategic and change agents<br />Strategic Partner <br />– Align HR and business <br />Strategy: Org. Diagnosis/<br />Org. Capability Analysis<br />Change Agent <br />– Manage <br />transformation<br /> and change: <br />ensuring capacity <br />for change<br />Process People<br />Employee <br />Champions <br />– Increase employee <br />commitment and <br />capability: People <br />Basics, PAS <br />Administrative <br />Expert <br />– Create efficient, <br />reliable and effective <br />HR processes that meet <br />customer requirements:<br />HR Ops – trains run on <br />time<br />Operational/Day-to-day<br />HR Role<br />
  5. 5. Strategic Partner – 2 tools<br />Organization Architectures / Frameworks<br />
  6. 6. Administrative Experts<br />Customer/consumer-centric<br />Know what the customer values<br />Constantly strives to deliver in a way that meets customer standards<br />Measure what they care about<br />Processes<br />Simple for customer/consumer<br />Simple as possible for HR to execute<br />Understood by HR and the customer/consumer group<br />Minimum hand-offs<br />Measured<br />Accurate<br />Systems thinking - impact of change in one area is understood in another area<br />We extend an expat stay so we think about all the things that need to change work permits, leases, schooling, expat staffing planning etc.<br />An employee resigns and we think about all the things to effectively get them off the payroll, and we proactively think about the things needed for work continuity (short-term and long-term)<br />Technology<br />To support processes<br />To provide MI <br />This is different than <br />saying we need to pay <br />employees at the P75 or <br />giving expats inappropriate <br />benefits<br />
  7. 7. Employee champion<br />PAS<br />Proactively identify and implement tactics to increase employee satisfaction, engagement and commitment<br />Performance / project manage the delivery of interventions<br />Challenge /cajole management<br />People basics<br />Ensure appropriate development<br />Ensure quality feedback<br />Performance / project manage the delivery of interventions<br />Challenge /cajole management<br />Coaching managers<br />Building their skills<br />Proactive insight of employee impact from their decisions<br />Proactive employee relations<br />Constantly monitoring climate, and coaching management on interventions needed<br />
  8. 8. Change Agents<br />Change success factors:<br />Leading change / sponsorship clear – leader who:<br />Owns and champions change<br />Publicly commits to making it happen<br />Gets resources<br />Gives it attention<br />Shared need – employees know they should change / overcome employee resistance<br />Shape the vision – what is the desire outcome<br />Do people see the behavioural change needed? Understand how it benefits others?<br />Build commitment<br />Recognize other stakeholders; build coalitions<br />Changing systems and structures to support the change – do people understand the other things that will need to change to support the big change?<br />Monitor Progress / performance manage delivery / what is success<br />Execute the plan / follow-thru<br />
  9. 9. 9/1/2010<br />9<br />
  10. 10. Maintaining HR<br />9/1/2010<br />10<br />
  11. 11. Why human relations approach Failed??<br />9/1/2010<br />11<br />
  12. 12. Human Resources Approach<br />Organization goal & needs of employee are capable of existing in harmony <br />Employees are asset for organization<br />Organization should create contributive work environment to reap maximum benefit<br />9/1/2010<br />12<br />
  13. 13. Challenges Before HR Manager<br />9/1/2010<br />13<br />
  14. 14. 9/1/2010<br />14<br />
  15. 15. Operative Functions<br />15<br />
  16. 16. Employment<br />16<br />
  17. 17. Human Resource Planning<br />Present and future manpower requirements<br />Net human resource requirements<br />Mould, change and develop employees to meet future organizational requirements<br />Attract and acquire human resources from the market<br />17<br />
  18. 18. Recruitment<br />Tapping existing sources of applicants<br />Identifying new sources of applicants<br />Attracting the candidates to apply for jobs in the organization<br />Deciding the recruitment procedure<br />18<br />
  19. 19. Selection<br />19<br />
  20. 20. Human Resource Development<br />20<br />
  21. 21. Compensation<br />21<br />
  22. 22. Employee Relations<br />Employees in organizational context, as a social group<br />Determining the job satisfaction level of the employee<br />22<br />
  23. 23. Emerging Role of Human Resource Management<br /> It is the competence and attitude of the human resource that can make or break a business.<br />9/1/2010<br />23<br />
  24. 24. Value of Human Resources<br />9/1/2010<br />24<br />
  25. 25. Human resources- A competitive advantage<br />9/1/2010<br />25<br />
  26. 26. Human resource accounting<br />9/1/2010<br />26<br />
  27. 27. 9/1/2010<br />27<br />
  28. 28. 9/1/2010<br />Free template from www.brainybetty.com<br />28<br />
  29. 29. Challenges For HR Professionals<br /> WHY AND WHERE????<br />WHAT???<br />9/1/2010<br />29<br />
  30. 30. Where did these challenges come from???<br />9/1/2010<br />30<br />
  31. 31. Strategic Human resource Management <br />9/1/2010<br />31<br />
  32. 32. 9/1/2010<br />32<br />
  33. 33. IN A NUTSHELL<br />9/1/2010<br />33<br />
  34. 34. 9/1/2010<br />34<br />
  35. 35. 9/1/2010<br />35<br />
  36. 36. THE CHALLENGES<br />9/1/2010<br />36<br />

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