24-6-02TVRao Future of HR Profession T V Rao A presentation to National HRD Network Delhi Chapter,...
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Transcript of 24-6-02TVRao Future of HR Profession T V Rao A presentation to National HRD Network Delhi Chapter,...
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24-6-0224-6-02 TVRaoTVRao
Future of HR Future of HR ProfessionProfession
T V RaoT V Rao
A presentation to National HRD A presentation to National HRD Network Delhi Chapter, June 24, Network Delhi Chapter, June 24,
20022002
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AgendaAgenda
Paradigm shifts in business Paradigm shifts in business scenarioscenario
HR Research – GlobalHR Research – Global Role of HRRole of HR Competencies neededCompetencies needed
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Paradigm Shift in Paradigm Shift in Business ScenarioBusiness Scenario
Competition is GlobalCompetition is Global Competencies are Competencies are
GlobalGlobal Technology and Technology and
Finance will become Finance will become lesser Issueslesser Issues
Speed gives Speed gives competitive competitive advantageadvantage
Global OutsourcingGlobal Outsourcing
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Business ScenarioBusiness Scenario
Fast changes in Fast changes in structuresstructures
Management Management Technology is within Technology is within the reach of every onethe reach of every one
Knowledge Knowledge improvements are improvements are highhigh
Intelligent Work ForceIntelligent Work Force Growing Customer Growing Customer
ExpectationsExpectations Brands will disappearBrands will disappear
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Paradigm ShiftParadigm Shift
New Business New Business Models will Models will emergeemerge
Implementation Implementation speed becomes speed becomes criticalcritical
Product Product Innovations will Innovations will increaseincrease
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HR ResearchHR Research
In seventy work In seventy work teams across diverse teams across diverse industries the industries the members who sat in members who sat in meetings shared meetings shared their moods either their moods either good or bad within good or bad within two hourstwo hours
Moods influence Moods influence tremendously the tremendously the work out put of the work out put of the groupsgroups
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Future of HR Future of HR
Percentage of time Percentage of time people feel positive people feel positive emotions at work emotions at work place determines the place determines the likelihood of their likelihood of their staystay
Cheerfulness and Cheerfulness and Warmth spreads most Warmth spreads most easily- Yale studyeasily- Yale study
In Asian Cultures the In Asian Cultures the reverse is true???reverse is true???
Research is neededResearch is needed
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HR ResearchHR Research
Every one percent Every one percent increase in service increase in service climate results in a two climate results in a two percent increase in percent increase in revenuesrevenues
Each project Leader has Each project Leader has his credibility quotient his credibility quotient (CQ). Your CQ decides (CQ). Your CQ decides the effectiveness of your the effectiveness of your team.team.
How do you measure How do you measure and enhance the CQ of and enhance the CQ of our Project Leaders and our Project Leaders and Managers?Managers?
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HR ResearchHR Research
““At work do you have an opportunity to do At work do you have an opportunity to do what you what you do best every day ? “ is what you what you do best every day ? “ is related to employee turn over and related to employee turn over and customer satisfaction (Gallup study of customer satisfaction (Gallup study of 198,000 employees)198,000 employees)
Only 20% of employees in large Only 20% of employees in large organizations feel that their strengths are organizations feel that their strengths are in play every day (Marcus Buckingham)in play every day (Marcus Buckingham)
Most organizations operate at 20% Most organizations operate at 20% capacitycapacity
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HR ResearchHR Research
Investment in employees ahs been Investment in employees ahs been found to be related to stock market found to be related to stock market performance of the firmperformance of the firm
HR Quality Index was found to be HR Quality Index was found to be related to financial and market related to financial and market performance of the firmsperformance of the firms
HR Practices and Employee attitudes HR Practices and Employee attitudes were found to influence service levels were found to influence service levels and market performance of firms and market performance of firms
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HR Research: Some HR Research: Some questionsquestions
How is the How is the interpersonal interpersonal personal and group personal and group chemistry formedchemistry formed
How does it change?How does it change? How does one make How does one make
it more productive?it more productive? How do we reduce How do we reduce
the adjustment time the adjustment time of groups?of groups?
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HR Managers of Today: HR Managers of Today: Results from Self Results from Self Renewal workshopRenewal workshop Monitoring Performance appraisals (100 hours)Monitoring Performance appraisals (100 hours) Manpower planning (200 hours)Manpower planning (200 hours) Recruitment (400 hours)Recruitment (400 hours) Leave rules (60 hours)Leave rules (60 hours) Legal requirements (registration etc.) (200 Legal requirements (registration etc.) (200
hours)hours) Administration (400 hours)Administration (400 hours)
– Transportation ManagementTransportation Management– CanteenCanteen– Grievance handlingGrievance handling
Finalizing company logo (70 hours)Finalizing company logo (70 hours)
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HR Managers of TodayHR Managers of Today
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HR Managers of TodayHR Managers of Today
Self development (200 hours)Self development (200 hours) Implementing technology and KM (120 Implementing technology and KM (120
hours)hours) Multiskiling (150 hours)Multiskiling (150 hours) Change agent (plan organize inputs to Change agent (plan organize inputs to
employees) (70 hours)employees) (70 hours) House magazine (100 hours)House magazine (100 hours) SAP implementation (300 hours)SAP implementation (300 hours) Reading Training catalogues (365 hours)Reading Training catalogues (365 hours)
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HR Roles of TodayHR Roles of Today
Industrial relationsIndustrial relations Administrative Administrative Personnel Personnel
Management and Management and Policy FormulationPolicy Formulation
HRD FacilitationHRD Facilitation Change Change
ManagementManagement
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Future of HR Future of HR
All the above will be outsourcedAll the above will be outsourced
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HR Roles of FutureHR Roles of Future
Business PartnerBusiness Partner– Strategist (people focused competitive Strategist (people focused competitive
strategies)strategies)– Business driver (new businesses and Business driver (new businesses and
opportunities)opportunities)– Entrepreneur (financial, marketing, Entrepreneur (financial, marketing,
technology parameters, cost controls, technology parameters, cost controls, quality assurance)quality assurance)
Change and OD FacilitatorChange and OD Facilitator– ResearcherResearcher– DiagnosticianDiagnostician– InterventionistInterventionist
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ODOD ACTIVITESACTIVITES
360-DEGREE FEEDBACK/APPRAISAL PROCESS
ASSESSMENT/DEVELOPMENT
CENTERS
ORGANIZATIONAL CLIMATE / EMPLOYEE
SATISFACTION SURVEYS
PERSONAL CONSULTANCY FOR THE CEO’S
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ResearchResearch
Managerial and Team effectiveness
Spotting, utilizing and multiplying talent
CultureLeadership
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Some Future HR RolesSome Future HR Roles
Business PartnerBusiness Partner
Researcher
Researcher
OD
Spe
cial
ist
OD
Spe
cial
ist
Systems Integrator
Systems Integrator
Strategist
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In Sum: Role of HRIn Sum: Role of HR
Strategic Business DriverStrategic Business Driver Generating Entrepreneurs and Generating Entrepreneurs and
Enhancing EntrepreneurshipEnhancing Entrepreneurship Employees as Entrepreneurs and Employees as Entrepreneurs and
Business PartnersBusiness Partners Knowledge Generators and Knowledge Generators and
DisseminatorsDisseminators
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Role OF HRRole OF HR
SynergiserSynergiser Team Builder Team Builder Culture BuilderCulture Builder Firms Performance Firms Performance
ManagerManager No more Systems No more Systems
Developer Developer (Systems will be (Systems will be outsourced)outsourced)
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Role of HRRole of HR
Motivation and Motivation and Retention becomes Retention becomes lesser issueslesser issues
People People Management will Management will disappeardisappear
Line Managers and Line Managers and outsourced outsourced systems will systems will managemanage
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Future HR Manager Future HR Manager
Strategic ThinkerStrategic Thinker LeaderLeader EntrepreneurEntrepreneur Technological Technological
FamiliarityFamiliarity Global BenchmarkingGlobal Benchmarking InitiativeInitiative VisionaryVisionary All RounderAll Rounder ResearcherResearcher Behavior Systems Behavior Systems
CreatorCreator
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Competencies NeededCompetencies Needed
Global NetworkingGlobal Networking Technology SavvyTechnology Savvy Fast ChangingFast Changing EntrepreneurialEntrepreneurial
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HR Competencies for HR Competencies for FutureFuture EntrepreneurshipEntrepreneurship EntrepreneurshipEntrepreneurship EntrepreneurshipEntrepreneurship
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Thank YouThank You
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Thank youThank you