Role Of HR Leadership In Globalization Era

HR as traditional view
HR was confined to welfare in early 1980s and in 1990s it shifted to training and development ,staff and recruiting.

Traditional Functions
Manpower Planning Recruitment and Job analysis Selection Orientation and Induction Training and Development Performance Appraisal

HR in Modern Perspective

Not only confined to traditional function but stress on RETENTION Manage the talent and the talent will manage the result

Role of HR Leadership
With changing scenario HR leadership had to address new challenges :
As business partners Administrative head Strategic partners

Jim Collins on Leadership

Level 5:Executive Personal humility+ professional will Level 4: Effective Leader stimulate the group to high performance standards Level 3: Competent Manager Organizes people and resources toward the effective pursuit of predetermined obj. Level 2: Contributing Team Member

Contributes to the achievement of group objectives and work effectively with others in a group setting
Level 1: Highly Capable Individual Makes productive contributions through talent, knowledge, skills and good work habits

Functions Of Line Managers:

Planning Organizing Staffing Directing Controlling

Need to Adopt Modern view

To cope up in the tough competition of globalization. To redefine certain HR strategies from customer perspective.

Human resource Survey of 2002

90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 81% 69% 60% 50% Series1 65%

quality control

team work and team

custom design and

leadership and

conflict resolution

Areas where Leadership has to be Demonstrated

To rediscover HR leadership which involves commitment to customers. To adopt innovative trade practices in retaining customers. Even the meaning of the term CEO has been changed

CEO

Earlier
Chief Executive Officer

Now
Customer Employee Organization

Conti.
HR has to develop capabilities among line managers. Converting performance with quality output To specify every employee that there work is directly or indirectly related to customer only irrespective of any department. It has to restructure some appraisal policy as well.

HR Manager Demonstrating their Leadership

Attrition is biggest problem in a BPO industry therefore an HR manager has to come out of his routine function and should be able to correlate his job directly with customer.

Conti
How? HR manger should assure minimum attrition because he should understand that only the guy taking calls on the floor for sales is not responsible for loss of client. If HR will not be able to retain employees, cost will go up in training and new employees may not be able to come up to the expectation immediately. Hours provided by the client will also be wasted which will create pressure of overtime on other employees.

Key Factors
In modern era HR has to play a strategic role to develop capability, copability and to initiate performance with quality into product. HR has to collaborate with line managers to retain employees. Ultimate Retention of customers because the driving force of customers.

Golden Rules
Let every employee know who pays their salary. Employees, line manger and even line mangers need to come out of their MENTAL BLOCK. It has to train line mangers for HR challenges. HR professional will have to take things head on rather than second fiddle.

Expectations from HR Professional

Go and reach the consumer and feel their pain. Give feed back to the line managers for the same. They also have to restructure certain aspects:
Performance appraisal Training and development of competent staff Rewards must be immediately by performance HR should ensure no parasite in the organization to squeeze the blood of wealth and brand.

Learning From NHRD

Some live Examples from Corporate Sanjeev Manchanda MD Naukri.Com Ajay Chawdhary CEO HCL

Submitted by:
Amartya Sen Gaurav Midha Kamna Mehta Sonam Gupta Rahul Kapahi

Deepak Mittal
Rishabh Kapoor (Team Leader) Ramit Grover Mayank Jain