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HR
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Role and responsibilities of HREffectively managing and utilizing people
Linking appraisal and compensation to competencies
Developing competencies that enhance individual and organizational performance
Managing process design, succession planning, career development, inter-organizational mobility, and implementation of technology through improved staffing, training and communication with employees
A HUMAN RESOURCE SYSTEM PLANNING & ADMN HUMAN
RESOURCE DVPMNT.
JOB & SALARY WORKER
AFFAIRS
INFO. STORAGE
RECRUI-
TMENT
PROMO-TION
CAREER DVPMNT
& PLANNIN
G
PLACEMENT
MANPOWER
PLANNING
TRAINI-NG
OD
SYSTM DVPMNT
& RESEARC
HPERFORMA
NCE FEEDBACK
& COUNSELIN
G
360 DEGRE
E FEEDB
ACK
PA
POTENTIAL APPRAISAL
SALARY ADMN,
JOBANALYSI
S
IR
WORKER PARTICIPATIO
N
WELFARE
WORK DESIGN REDESIG
N
WORKERDVPMNT.
The transition of HR…Phase 1- providing food, clothes, shelter
Phase 2- motivating by providing effective & fair appraisals and compensation systems
Phase 3- change agent, innovator, strategic partner
Challenges Leadership Development & Succession
Planning HR professionals are expected to provide
essential frameworks, processes, tools, and points of view for selection and development of future leaders
HR as change agent HR must play a proactive role in shaping
workforce attitude and focus in alignment with the company’s business objectives
HR should be able to plan and lead large scale change programmes that improve performance
Creating a consistent corporate culture communicating to all locations about a
common corporate culture and allowing local cultures to maintain their identity in the context of corporate culture
HR as strategic partner HR must help, coach, advise, and educate
senior executives on how workforce issues can affect overall performance. It can also contribute to the drafting of the business plan
Challenges in recruitment attracting people with multidimensional
skills, anticipating and finding people for positions that don’t exist as of yet
Attrition & Retention of talent retention of talent perhaps the biggest
challenge in today’s era. Retention policies in itself present a challenge
Compensation Management compensation plays an important part in
retention strategies. Organizational reward strategy influences
both job satisfaction and motivation for the employee
HR as administrative expert besides performing basic functions, HR
needs to keep on evolvingIt needs to be conversant with emerging tools
and techniques and innovative org. approaches to improve the way in which traditional roles are performed
HR as employee champion; employee engagement and commitment
HR should maintain a well knit bond with the employees and develop their trust and confidence in the organisation’s objectives
Individual aspirations and goals are focused on
HR maintains a balance between individual and org. goals
innovation & talent development developing innovation through training &
development studies have showed that companies
which have shown maximum innovation are those which have invested maximum in training and development
impetus is on HR to provide the right training which would lead to desired results
Work-life balance HRs job to create programs that creates
right balance between work and life
What can be done…????
develop a culture that attracts people
Possess thorough knowledge of business as well as human resource functions
increase credibility of HR in the organisation
Put more emphasis on T&D and recognition activities
To sum up…
THANK YOU