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Future of HR Future of HR ProfessionProfession

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AgendaAgenda

Paradigm shifts in business Paradigm shifts in business scenarioscenario

HR Research – GlobalHR Research – Global Role of HRRole of HR Competencies neededCompetencies needed

Paradigm Shift in Paradigm Shift in Business ScenarioBusiness Scenario

Competition is GlobalCompetition is Global Competencies are Competencies are

GlobalGlobal Technology and Technology and

Finance will become Finance will become lesser Issueslesser Issues

Speed gives Speed gives competitive competitive advantageadvantage

Global OutsourcingGlobal Outsourcing

Business ScenarioBusiness Scenario

Fast changes in Fast changes in structuresstructures

Management Management Technology is within Technology is within the reach of every onethe reach of every one

Knowledge Knowledge improvements are improvements are highhigh

Intelligent Work ForceIntelligent Work Force Growing Customer Growing Customer

ExpectationsExpectations Brands will disappearBrands will disappear

Paradigm ShiftParadigm Shift

New Business New Business Models will Models will emergeemerge

Implementation Implementation speed becomes speed becomes criticalcritical

Product Product Innovations will Innovations will increaseincrease

HR ResearchHR Research

In seventy work In seventy work teams across diverse teams across diverse industries the industries the members who sat in members who sat in meetings shared meetings shared their moods either their moods either good or bad within good or bad within two hourstwo hours

Moods influence Moods influence tremendously the tremendously the work out put of the work out put of the groupsgroups

Future of HR Future of HR

Percentage of time Percentage of time people feel positive people feel positive emotions at work emotions at work place determines the place determines the likelihood of their likelihood of their staystay

Cheerfulness and Cheerfulness and Warmth spreads most Warmth spreads most easily- Yale studyeasily- Yale study

In Asian Cultures the In Asian Cultures the reverse is true???reverse is true???

Research is neededResearch is needed

HR ResearchHR Research

Every one percent Every one percent increase in service increase in service climate results in a two climate results in a two percent increase in percent increase in revenuesrevenues

Each project Leader has Each project Leader has his credibility quotient his credibility quotient (CQ). Your CQ decides (CQ). Your CQ decides the effectiveness of your the effectiveness of your team.team.

How do you measure How do you measure and enhance the CQ of and enhance the CQ of our Project Leaders and our Project Leaders and Managers?Managers?

HR ResearchHR Research

““At work do you have an opportunity to do At work do you have an opportunity to do what you what you do best every day ? “ is what you what you do best every day ? “ is related to employee turn over and related to employee turn over and customer satisfaction (Gallup study of customer satisfaction (Gallup study of 198,000 employees)198,000 employees)

Only 20% of employees in large Only 20% of employees in large organizations feel that their strengths are organizations feel that their strengths are in play every day (Marcus Buckingham)in play every day (Marcus Buckingham)

Most organizations operate at 20% Most organizations operate at 20% capacitycapacity

HR ResearchHR Research

Investment in employees has been Investment in employees has been found to be related to stock market found to be related to stock market performance of the firmperformance of the firm

HR Quality Index was found to be HR Quality Index was found to be related to financial and market related to financial and market performance of the firmsperformance of the firms

HR Practices and Employee attitudes HR Practices and Employee attitudes were found to influence service levels were found to influence service levels and market performance of firms and market performance of firms

HR Research: Some HR Research: Some questionsquestions

How is the How is the interpersonal interpersonal personal and group personal and group chemistry formedchemistry formed

How does it How does it change?change?

How does one make How does one make it more productive?it more productive?

How do we reduce How do we reduce the adjustment time the adjustment time of groups?of groups?

HR Managers of Today: HR Managers of Today: Results from Self Results from Self Renewal workshopRenewal workshop Monitoring Performance appraisals (100 hours)Monitoring Performance appraisals (100 hours) Manpower planning (200 hours)Manpower planning (200 hours) Recruitment (400 hours)Recruitment (400 hours) Leave rules (60 hours)Leave rules (60 hours) Legal requirements (registration etc.) (200 Legal requirements (registration etc.) (200

hours)hours) Administration (400 hours)Administration (400 hours)

– Transportation ManagementTransportation Management– CanteenCanteen– Grievance handlingGrievance handling

Finalizing company logo (70 hours)Finalizing company logo (70 hours)

HR Managers of TodayHR Managers of Today

HR Managers of TodayHR Managers of Today

Self development (200 hours)Self development (200 hours) Implementing technology and KM (120 Implementing technology and KM (120

hours)hours) Multiskiling (150 hours)Multiskiling (150 hours) Change agent (plan organize inputs to Change agent (plan organize inputs to

employees) (70 hours)employees) (70 hours) House magazine (100 hours)House magazine (100 hours) SAP implementation (300 hours)SAP implementation (300 hours) Reading Training catalogues (365 hours)Reading Training catalogues (365 hours)

HR Roles of TodayHR Roles of Today

Industrial relationsIndustrial relations Administrative Administrative Personnel Personnel

Management and Management and Policy FormulationPolicy Formulation

HRD FacilitationHRD Facilitation Change Change

ManagementManagement

Future of HR Future of HR

All the above will be outsourcedAll the above will be outsourced

HR Roles of FutureHR Roles of Future

Business PartnerBusiness Partner– Strategist (people focused competitive Strategist (people focused competitive

strategies)strategies)– Business driver (new businesses and Business driver (new businesses and

opportunities)opportunities)– Entrepreneur (financial, marketing, Entrepreneur (financial, marketing,

technology parameters, cost controls, technology parameters, cost controls, quality assurance)quality assurance)

Change and OD FacilitatorChange and OD Facilitator– ResearcherResearcher– DiagnosticianDiagnostician– InterventionistInterventionist

ODOD ACTIVITESACTIVITES

360-DEGREE FEEDBACK/APPRAISAL PROCESS

ASSESSMENT/DEVELOPMENT

CENTERS

ORGANIZATIONAL CLIMATE / EMPLOYEE

SATISFACTION SURVEYS

PERSONAL CONSULTANCY FOR THE CEO’S

ResearchResearch

Managerial and Team effectiveness

Spotting, utilizing and multiplying talent

CultureLeadership

Some Future HR RolesSome Future HR Roles

Business PartnerBusiness Partner

Researcher

Researcher

OD

Spe

cial

ist

OD

Spe

cial

ist

Systems Integrator

Systems Integrator

Strategist

In Sum: Role of HRIn Sum: Role of HR

Strategic Business DriverStrategic Business Driver Generating Entrepreneurs and Generating Entrepreneurs and

Enhancing EntrepreneurshipEnhancing Entrepreneurship Employees as Entrepreneurs and Employees as Entrepreneurs and

Business PartnersBusiness Partners Knowledge Generators and Knowledge Generators and

DisseminatorsDisseminators

Role OF HRRole OF HR

SynergiserSynergiser Team Builder Team Builder Culture BuilderCulture Builder Firms Performance Firms Performance

ManagerManager No more Systems No more Systems

Developer Developer (Systems will be (Systems will be outsourced)outsourced)

Role of HRRole of HR

Motivation and Motivation and Retention becomes Retention becomes lesser issueslesser issues

People People Management will Management will disappeardisappear

Line Managers and Line Managers and outsourced outsourced systems will systems will managemanage

Future HR Manager Future HR Manager

Strategic ThinkerStrategic Thinker LeaderLeader EntrepreneurEntrepreneur Technological Technological

FamiliarityFamiliarity Global BenchmarkingGlobal Benchmarking InitiativeInitiative VisionaryVisionary All RounderAll Rounder ResearcherResearcher Behavior Systems Behavior Systems

CreatorCreator

Competencies NeededCompetencies Needed

Global NetworkingGlobal Networking Technology SavvyTechnology Savvy Fast ChangingFast Changing EntrepreneurialEntrepreneurial

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