Role and responsibilities of HR

Effectively 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.

INFO. STORAGE MANPO WER PLANNIN G RECRUITMENT

OD

TRAINING

360 DEGREE FEEDBA CK PERFORMAN CE FEEDBACK & COUNSELING

SYSTM DVPMNT & RESEARCH

PLACEM ENT

PROMOTION

CAREER DVPMNT & PLANNING

PA IR JOB ANALYSIS POTENTIAL APPRAISAL WELFARE WORKER PARTICIPATION

SALARY ADMN,

WORK DESIGN REDESIGN

WORKER DVPMNT.

JOB & SALARY

WORKER AFFAIRS

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 companys 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 dont exist as of yet

 Attrition & Retention of talent

retention of talent perhaps the biggest challenge in todays 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 evolving It 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 organisations 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