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CHANGING ROLE OF HR

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Nature of Human Resource Management


Human Resource (HR) Management
The design of formal systems in an organization to ensure effective and efficient use of human talent to accomplish organizational goals.

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Nature of Human Resource Management cont.


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.
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Past Role of HR Activities


Strategic HR Management Equal Employment Opportunity Staffing HR Development Compensation and Benefits Health, Safety, and Security Employee and Labor Relations

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HR Management Activities

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HR Management Challenges
Globalization of Business
Outsourcing and increased competition

Economic and Technological Changes


Occupational 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.

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HR Management Challenges
Workforce Availability and Quality Concerns
Inadequate supply of workers with needed skills for knowledge jobs Education of workers in basic skills

Attracting and retaining Talent


By providing satisfaction in their work. Job satisfaction. Rewards.

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HR Management Challenges
Workforce Demographics and Diversity
Increasing Racial/Ethnic Diversity More Women in the Workforce

Single-parent households Dual-career couples Domestic partners Working mothers and family/childcare

Significantly Aging Workforce

Age discrimination

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Changing Roles of HR Management

Note: Example percentages are based on various surveys.

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Strategic Role for HR


Strategic Role
Contributing at the Table to organizational results HR becomes a strategic business partner by:
Focusing on developing HR programs that enhance organizational performance. Involving HR in strategic planning at the onset. Participating in decision making on mergers, acquisitions, and downsizing. Redesigning organizations and work processes Accounting and documenting the financial results of HR activities.

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Operational to Strategic Transformation of HR

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HR Transformation
Process of Recreating the HR function so as to enhance HR contribution to the business

It involves a shift from the internal operations (transactional, inward) activities to a more market perspective related performance.
Over the years role has been evolving, but within its HR (Personnel) box. Current transformation is breaking outside the box Now HR transformation deals with issues of Organisational Renewal, Change Management, Business Success, Business intellegence, Culture, Behavioral Change.
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Changing Role of HR

HR ROLE/CONTRIBUTION

BUSINESS PARTNER

CONSULTANT

TRANSACTIONAL

LOW VALUE

HIGH VALUE
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Changing Role of HR

TRANSACTIONAL

CONSULTANT

BUSINESS PARTNER

Inform Police Control Reactive

Advise Solutions Inward Reactive

Integrate Strategy

Outward
Proactive

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Transactional example of HR

Delivering a Service to a client or end user. Recruit an Engineer Investigate a discipline Case Book Training for the participants to Carry Workshop Provide Consulting Plus all the other Record keeping Functions
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CONSULTANT

Provide HR to a Business Unit in order to solve a specific problem. Define competence requirements Giving advice in dealing with specific issues eg.: How to stop a Competitor from poaching your staff; How to create a Customer Care Culture.
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PARTNER
Working with the top Management Team as a partner in:
Participating in defining Business Strategy. Actively live up to Vision and mission statement Influencing change in Strategy in view of the organizations Talent Base, or ability to build one in the short Term. Develop capacity building Implementing the HR component of the Business Strategy.
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The Role of HR
Future / Strategic Focus

Strategic Partner
Strategic HR Planning HR as Business Partner Culture and Image

Change Agent
Staffing Organizational design Survey action planning Performance measurement Training and development

Processes

People

Administrative Expert
Compensation Benefits HR information systems Compliance

Employee Relations Expert


Employee relations Labor relations Safety & workers compensation Diversity and EEO

Day to Day Operational Focus

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Conclusion

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OPERATIONS

FINANCE

Human Resource

MARKETING

I.T

The new organisation places greater demands on HR assesments professionals to show their worth. New compatencies must be demonstrated to play a broader role in the organisation.

More holistic and dynamic models/approaches are needed to have a greater impact on decisions made and programs adapted

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THE ORGANISATION OF THE FUTURE WILL RELY MORE ON ITS PEOPLE


Yesterday ------------------------------- Access to most capital and latest technology. Today ----------------------------------- Offering products with highest quality. Tommorow --------------------------- Maintating high caliber of people.

HR/assessment professionals are in a perfect position to regain and sustain their place in the new organization.
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THANK YOU

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