HR for Line Managers
Transcript of HR for Line Managers
-
7/31/2019 HR for Line Managers
1/27
-
7/31/2019 HR for Line Managers
2/27
HR STRATEGIES & PROFILE OF HR MANAGERS
HR to help Organisation earn more.
HR to help increase Shareholders confidence.
HR role needs strategic shift.
Compliance
Talent Management
Change Management
Compliance
Talent Management
Change Management
-
7/31/2019 HR for Line Managers
3/27
HR STRATEGIES & PROFILE OF HR MANAGERS
HR Strategy to start from business strategy.
Talent Management a key focus area.
Resource Creation.
Cost & Productivity in 2001
Building for growth in 2002
Competency Building and Analysis.
Communication with People.
Moving people Up & Out. ( Culture & Competency)
-
7/31/2019 HR for Line Managers
4/27
HR STRATEGIES & PROFILE OF HR MANAGERS
HR SKILLS FOR FUTURE
Business Acumen.
Strategic Thinking.
Align people process to business.
Culture Building.
Focus on ROI.
Technology savy (e-HR)
Business consultant.
Functional Expert.
C league membership (CEO, CKO, CPO)
Ability to inspire people.
Cross cultural knowledge.
-
7/31/2019 HR for Line Managers
5/27
HUMAN RESOURCES
Good HR practices influenceperformance indicators oforganisations.
Organisations have nopresence beyond that of thepeople who bring them to life.
It is people who provide acompetitive advantage to
organisations.
-
7/31/2019 HR for Line Managers
6/27
HUMAN RESOURCES
What constitutes good HR practices ?Good Hr practices are those that contribute toone or more of the three Cs
Competencies
Tasks can not be completed withoutcompetencies
Commitment
Things may not be done or slowly done in theabsence of commitment
Culture
It provides the sustaining force for organisationto live
-
7/31/2019 HR for Line Managers
7/27
HR SYSTEM
Strengthen the organisation
Consolidate existing strengths
System development & research Plan for future
Get suitable people
Retain, motivate, integrate people
Assess people for their contribution
Plan growth of people
-
7/31/2019 HR for Line Managers
8/27
HR SYSTEMS
Developing Competence
Technical
Managerial
process
Helping
Coping
Promote Commitment
Diagnosis
Develop and implement interventions
Create necessary culture and values
-
7/31/2019 HR for Line Managers
9/27
OUR CORE VALUES
CUSTOMER FOCUS
ORGANISATIONAL PRIDE
MUTUAL RESPECT & TRUST
INITIATIVE & SPEED
TOTAL QUALITY
-
7/31/2019 HR for Line Managers
10/27
OUR VISION
A WORLD CLASSINTEGRATED POWER
MAJOR, POWERINGINDIAS GROWTH,
WITH INCREASINGGLOBAL PRESENCE
-
7/31/2019 HR for Line Managers
11/27
WHAT IS HRD
HRD is a process by which employees arehelped in a continuous and planned way to:
Acquire & sharpen capabilities to performpresent and expected future roles.
Develop their general capabilities &discover their inner potential for their ownand organisational development.
Develop an organisational culture in whichsupervisor-subordinate relationships, teamwork and collaboration among subunits arestrong & contribute to the pride of
employees.
-
7/31/2019 HR for Line Managers
12/27
WHY HRD
Employees need competencies to perform tasks.
Competencies are to be continuously developed
Survival of the organisation depends oncompetent and motivated employees
To effectively face the challenges of
everchanging environment
To reach the top and remain there.
-
7/31/2019 HR for Line Managers
13/27
VINDHYACHAL
HR VISION
TO ENABLE OUR PEOPLE TO
BE A FAMILY OF COMMITTED
WORLD CLASS
PROFESSIONALS, MAKINGNTPC A LEARNING
ORGANISATION.
-
7/31/2019 HR for Line Managers
14/27
HRD IN NTPC
HR Department and ED Cells
Training & Development
Job Rotation & Career Growth Path
Quality Circles
Professional Circles
NOCET
NCYM Own a Department
HR Ambassadors
-
7/31/2019 HR for Line Managers
15/27
HRD IN NTPC
Core Value Actualisation
Tenure Postings
M.Tech and BITS PilaniB.Sc
Redeployment
Communication
Transfer and Posting
HR Newsletter
HR for Line Managers
-
7/31/2019 HR for Line Managers
16/27
HRD IN NTPC
Performance Appraisal
Development Centre
Five S
TQM
Benchmarking
Rewards
Suggestion Scheme
HR Audit
Support schools
-
7/31/2019 HR for Line Managers
17/27
WE ARE NOT ALWAYS PEOPLE SMART
Do you ignore the psychological reasons for
someones behaviour ?
Do you agree to almost all requests people maketo you ?
Do you hold back feedback which people couldbenefit from ?
Do you try to persuade people by arguing with
them ? Do you seek victory over argument ?
Do you approach people with whom you have
problems time after time ?
-
7/31/2019 HR for Line Managers
18/27
ROLE OF LINE MANAGER IN HR
Line managers have an important role to play inensuring the realization of HRD objectives
Training
Analyse each employees role and capability needed
Identify training needs
Encourage people for training
Obtain feedback after training
Discuss opportunities for trying the learning
follow up capabilities before & after training
Arrange sharing of learning with others
-
7/31/2019 HR for Line Managers
19/27
ROLE OF LINE MANAGER IN HR
Performance Appraisal Identify key performance areas
Set challenging goals
Recognise strengths & weakness
Provide feedback & counselling
Generate openness, mutuality, & trust
Provide support
-
7/31/2019 HR for Line Managers
20/27
ROLE OF LINE MANAGER IN HR
Organisation Development
Identify subsystems that need change & inform HR
Support diagnostic surveys
Participate in OD process/discussions
Prepare action plans & implement them
Reinforcement
Acknowledge contributions of employees
Assign challenging tasks
Reward collaboration
Encourage interaction
-
7/31/2019 HR for Line Managers
21/27
ROLE OF LINE MANAGER IN HR
Career Development
Identify opportunities for each subordinate
Assess capabilities to be acquired
Help subordinates to assess their owncapabilities in relation to career paths
Give feedback about potential
Give opportunity to use the potential
-
7/31/2019 HR for Line Managers
22/27
-
7/31/2019 HR for Line Managers
23/27
UNSHACKLING THE HUMAN MIND
Every human being has the right to exploit own full potential.
Education enables individuals to make an informed choice.
Superiors to participate in learning.
25 to 30 % of employee potential only utilized in organizations.
Even 5% improvement can create wonders.
Children in schools are Afraid, Bored and Confused.
Employees in organisations are Threatened, Not excited andDirectionless.
Identify, nurture and excite talent to give their best.
Embrace change (80% change and 20% status quo)
-
7/31/2019 HR for Line Managers
24/27
UNSHACKLING THE HUMAN MIND
Belief = Life be
Awareness
My Choice
Ideas/beliefs
Emotions/Feelings
Actions
Habits
Character
Destiny
Fruit
Flower
Plant
Seed
-
7/31/2019 HR for Line Managers
25/27
UNSHACKLING THE HUMAN MIND
Strategy
Managerial System
Decision Making
Assumption,Values
Awareness
The Mind
Divine
Openness
Forms
Shapes
Choices
LimitsBoundaries
How the mind works
-
7/31/2019 HR for Line Managers
26/27
UNSHACKLING THE HUMAN MIND
As children we use 90% of creativity.
Children laugh 300 times a day.
At the age of 7 only 10% of creative potential is used.
An adult uses only 2% of creativity.
An adult rarely laughs.
Age
-
7/31/2019 HR for Line Managers
27/27
UNSHACKLING THE HUMAN MIND
Make organizations playful.
Suspend judgment in creativity.
Do not shift responsibility.
If it is to be - It is up to me.
If you mind itit matters to you.
You can see everything but yourself.
Your true wealth is your Values.
Take charge of yourself.
Learn Learn and Learnbe willing to learn, keep learning
cup empty