THE NEW ROLES OF HUMAN RESOURCES

•Cross functional assignments- enhance HR professionals’ knowledge of

Marketing, Finance, Production, and Engineering and other functions and thus, can qualify them to become future CEOs.

Why are there some notable exceptions?

• It is the culture of the company that gives Human Resource function importance,

• It is the incumbent’s track record that persuades top management that he is a strategic partner in business.

MISPERCEPTIONS REGARDING HR FUNCTION

• HR:• A department whose employees spend 80% of their time on routine

administrative tasks.• Leaders are unable to describe their contribution to value-added• The department frequently dispenses to others advice on how to

eliminate work that does not add value

MAKING A CORRECTIVE ACTION

HR Department

- its purpose is to serve the needs of the company, the managers and the employees – his constituency – and to balance these needs, to help them get the work done.

- not a profit center but it can make a company make things or sell things or services by assisting other departments

• Good HR Recognize that while

they have to initiate and implement rules and regulations, they don’t dictate and go absolutely by the book, but, balance the needs of the managers and employees.

Makes a balancing act, does a supporting or mediating function rather than being an autocratic actor.

• Bad HR They forget that if they

don’t help others get their job, they won’t get cooperation from these departments.

Dictates the policy or the process whether you like it or not.

THE BALANCING ACT OF HUMAN RESOURCE PROFESSIONALS

1. Serving both management and employees

2. As employee advocate and chief social worker

3. “Owning” the people issues

4. A rubber stamp of other managers rather than a partner

HOW TO GET A SEAT AT THE EXECUTIVE TABLE• Understand Your Organization’s Business• Share Responsibility for Business Goals and Plans• Run Your Department Like a Business

THE FUNCTIONS OF HUMAN RESOURCES DEPARTMENT

The objective of resource management is to maximize the return on investment from the organization’s human capital and minimize financial risk.

Human resource management serves these key functions:

1. Recruitment, selection and placement

2. Training and development

3. Performance evaluation and management

4. Promotions

5. Redundancy

6. Industrial and Employee Relations

7. Record Keeping of all personal data

8. Compensation, retirement, incentive programs

9. Confidential advice to internal ‘customers’ in relation to problems at work

10. Career development

DEVELOPING A PUBLIC STATEMENT OF THE HR PHILOSOPHY

The consultative function of human resources is that it provides overall guidance and direction on workforce matters.

Human Resource Principle Specific Practice

Build and implement an HRM strategy

Develop a shared philosophy for managing peopleBuild systems and practices to implement the philosophy

Hire the right people Know what you wantBe selective

Keep them Reward wellProtect jobsPromote from withinShare the wealth

Invest in themEmpower them

Invest in learningProvide information and supportEncourage autonomy and participationRedesign workFoster self-managing teamsPromote egalitarianism

Promote diversity Be explicit and consistent about the organization's diversity philosophyHold manager’s accountable

THE NEW ROLE OF THE HUMAN RESOURCE PROFESSIONAL

• A Strategic Partner• Employee Advocate• Change Champion• Harness the Benefits Technology

CONTINUE TO UPGRADE YOUR PROFESSIONAL SKILLS AND COMPETENCIES

1. Seek out more experienced mentor.

2. Be active in professional organizations.

3. Attend executive leadership and management conferences.

4. Spend significant hours of training and education every year.

Thank You!