changing role in HR

Group No.8:-Naeem Ahmad

Hriday JainAwaneesh Kumar Shailendra MishraSushant Malhotra

It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change.

Charles Darwin 1809-1882, English biologist and father of the

evolution theory

Nature of Human Resource Management

Human Resource (HR) ManagementThe design of formal systems in an organization to ensure

effective and efficient use of human talent to accomplish organizational goals.

Who Is an HR Manager?In the course carrying out their duties, every operating

manager is, in essence, an HR manager.HR specialists design processes and systems that operating

managers help implement.

Evolution of HR

Over the past years, the changes to human resource management have gone rapidly. Most HR functions transformed faster.  A study conducted by(1995) notes that the traditional HR function represents an “industrial enterprise model”. Playing a reactive and often subordinate role, HR (still referred to by many as "personnel") limited itself to three sets of responsibilities: a) administering personnel compliance functions; b) processing personnel transactions; and c) sponsoring community and employee welfare projects. According to (1998) HR has become a “strategic partner” of many organizations in transforming the function from a low-level expense center to a more visible and responsive investment center.   (1997), &  (1995) and (1994) explain that one key dimension of this transformation is globalization, incorporating the perspectives, customs, and laws of other countries into effective HR policies.

Nowadays HR is playing a strategic role in the organizations. HR has risen from its mere operational importance and has become partner of the business to meet strategic goals. HR is now playing a role in giving a strategic drive for the development of the organization. With the help of HR activities business plans for every unit in the company has become synchronized. In addition, HR competency development has become the means to achieve organizations strategic plans. The transformation does not only happen on management functions but also to the functions of the personnel. Today HR business-oriented personnel who specialize in strategic HR are being criticized because they have lost touch with the traditional operational side of HR.

HR Management Activities

HR ActivitiesStrategic HR ManagementEqual Employment OpportunityStaffingHR DevelopmentCompensation and BenefitsHealth, Safety, and SecurityEmployee and Labor Relations

HR Management ChallengesGlobalization of Business

Outsourcing and increased competitionThe threat of terrorism

Economic and Technological ChangesOccupational shifts from manufacturing and agriculture to

service industries and telecommunications.Pressures of global competition causing firms to adapt by

lowering costs and increasing productivity.Technological Shifts and the Internet

Growth of information technology.

HR Management ChallengesWorkforce Availability and Quality Concerns

Inadequate supply of workers with needed skills for “knowledge jobs”

Education of workers in basic skillsGrowth in Contingent Workforce

Increases in temporary workers, independent contractors, leased employees, and part-timers caused by:Need for flexibility in staffing levelsIncreased difficulty in firing regular

employees.Reduced legal liability from contract

employees

HR Management ChallengesWorkforce Demographics and Diversity

Increasing Racial/Ethnic DiversityMore Women in the Workforce

Single-parent householdsDual-career couplesDomestic partnersWorking mothers and family/childcare

Significantly Aging WorkforceAge discrimination

Mergers and Acquisitions

Changing Roles of HR Management

The Stages of the ChangeProcessIDEA GENERATION

• Issue/need identification• Solution identificationPLAN DEVELOPMENT• Plan development• Solution developmentIMPLEMENTATION• Introducing the solution• Reinforcing the change

The Roles HR Can TakeDuring Change

Leader – goal owner

Facilitator – process owner

Specialist – expert advisor

Role of HR ProfessionalsThe Past The Future

OperationalMonitorShort termAdministrati

veReactiveActivity

focus

• Strategic• Partner• Long term• Consultative• Proactive• Solution focus

Human Capital Developer

Functional Expert

Employee Advocate

Strategic Partner

HR Leader

Emerging Roles for HR Professionals

New Approaches to HR Management

Strategic Human Resource Management.Collaborative HR.

The process of HR professionals from several different organizations working jointly to address shared business problems.

Human Resource Management System (HRMS)An integrated system providing information

used by HR management in decision making.

The fourteen criteria of the New HR

1.  Recognize external business realities, adapt HR practices, and allocate resources accordingly.

 

2.   Create market value for investors by increasing intangibles.

 

3.   Increase customer share by aligning with them.

 

4.   Help line managers deliver by building organization capabilities.

 

The fourteen criteria of the New HR

5.   Enhance individual abilities.

 

6.   Manage people processes in ways that add value.

 

7.   Manage performance in ways that add value.

8.   Manage information processes in ways that add value.

 

The fourteen criteria of the New HR

  9.   Manage work flow in ways that add value.

 

10.  Align HR investments with business goals

11.  Align organization with business strategy.

 

12.  Have HR professionals play appropriate roles.

The fourteen criteria of the New HR

13.  Have HR professionals demonstrate competencies.

 

14.  Invest in HR professionals through training and development.

ConclusionThe changing business scenario, mainly driven by factors like

globalization, mergers and acquisitions, technology, outsourcing, and workforce demographics, is influencing all functional areas within an organization, including HR.

Earlier HR has been playing an administrative role and was seen by the management as a support function. This support function had a cost implication and the question being raised is "what is the return on this cost?"

In the event of HR continuing to do what it had been doing, they would also be faced with a situation of whether to outsource their work, the consequence of which would be the department being shut down.

If the HR can come back with an appropriate answer that delivers value for the cost incurred, then they would not only find a place in the company, but also move on to being involved in the business of the organization.

To exist is to change, to change is to mature, to

mature is to go on creating oneself endlessly.Henri L. Bergson 1859-1941,

French philosopher, 1927 Nobel Prize in Literature

Thank you