Project Report

On

HR Role Survey

Submitted By:
Pranati Raheja
 Table of Contents

Introduction
Participant Profile
• Sector
• Experience
• Industry

HR Roles and Responsibilities

• Role of the HR Function – Current

• Role of the HR Function –Expected Future State

Conclusion
Appendix
 Introduction
The objectives of this project are to find out the HR managers’
perspective on the present and the future quality of HR services
and to know the present and future HR roles as perceived by line
managers in India.
The Research focuses on the business role of HR namely¸
Strategic Partner¸ Administrative Expert¸ Employee Champion
and Change agent Roles. Conner and Ulrich’s 1996 Multiple Model
Survey Questionnaires was used in different Indian Organizations
in different Industrial sectors.
Sample population included HR managers at different positions,
with different work experience.
 Participant Profile

According to

1. Sector

S EC T O R

38%
mnc
p u b lic
31% p r iv a te
0%
jv
o th e r s
0%
31%

While a broad cross-section of organizations provided data for

the survey, there was no participation from public and other
sectors.
Two fifth of the participants were from private sector, while the
rest were equally divided amongst mnc’s and joint ventures with
mnc’s.
 2. Experience

E X P E R IA N C E

23%
31%
x< 2
2 < x< 5
5 < x< 8
8% x> 8
38%

Approximately two-fifth of the participants had been working as

hr professionals for 2-5 years, the next maximum participation
came from the group which had more than 8 years of experience.
The least no of participants were had worked for 5-8 years.

3. Industry

15%
24%

IT E S
M a n u f.
15%
C o n s u lt .
IT
O t h e rs
23%

23%

Approximately one fourth of the participants were from ITES,

Manuf., and consultancy each .The rest was equally divided
between IT and Other industries.
HR Roles and Responsibilities

Administrative Expert: HR builds efficient infrastructures

Employee Champion: HR increases employee commitment
and capability
Strategic Partner: HR executes strategy
Change Agent: HR is creating a renewed organization
Role of the HR Function – Current

P RES EN T

C hang e A g ent S t r a t e g ic P a r t n e r
24% 23%

S t r a t e g ic P a r t n e r
A d m in E x p e r t
E m p lo y e e C h a m p i o n
C ha ng e A g ent

A d m in E x p e r t
E m p lo y e e
2 7%
C h a m p io n
26%

1 Organizations were asked to identify which one of four

service delivery models best described their current state. The
results indicate that there is an approximate balance between
the four roles but the role as Admin. Expert and Employee
Champion lead marginally.
2
 3Role of the HR Function –
Expected Future State

FUT URE

Change Agent S t ra t e g i c P a rt n e r
26% 26%

S t ra t e g i c P a rt n e r
A d m i n E x p e rt
E m p lo ye e C h a m p io n
Change A gent

E m p l o ye e C h a m p i o n A d m i n E x p e rt
24% 24%

HR functions expect to become increasingly strategically

focused and less administratively focused in the span of next
decade.
 Trend Analysis-Present and Future

700

600

500

A comparison of the trends for present and future shows that

while the role of HR is expected to grow in all the four
categories. The growth will be more as change agent and
400
strategic partner and least as admin.expert.

300

200
 Trend Analysis – According to Role

• Strategic Partner

S t r a te g ic P a r t n e r

60

50

40
p re s e n t
30
fu t u r e
total score

20
10

0
1 2 3 4 5 6 7 8 9 10 11 12 13

As can be observed from the above graph while more than ninety
percent of participants believe that hr’s role as strategic partner
will grow the maximum growth is about 25 points and least is
zero.Average expected growth score is 13 points.
 • Admin Expert

A d m in E x p e r t

60

50

40
p re s e n t
30
fu t u r e
Total Scores

20

10

0
1 2 3 4 5 6 7 8 9 10 11 12 13

Comparison of present and future role of HR as Admin. Expert is

a bit difficult as the response is mixed. About 15 percent of the
respondents believe that role of HR as admin. expert will be less
than what it is today, a same percentage of participants believe
that there will be no change. Rest believes that HR’s role will
grow by an average of 7 points; maximum expected growth is
about 17 points.
 • Employee Champion

E m p lo y e e C h a m p io n

60

50

40
P re s e n t
30
F u t u re
Total Score

20

10

0
1 2 3 4 5 6 7 8 9 10 11 12 13

A majority of population surveyed-70 percent believe that role of

HR as employee champion will increase by an average of 10
points. Maximum expected increase being 15 points. Seven
percent of the participants believe that there won’t be any
change in role of hr as Employee Champion.23 percent believe
there will be a decline by an average of 7 points, the maximum
decline being about 10 points.
 • Change Agent

60

50
As can be seen from the above chart,while the role of hr as
40
change agent is expected to grow by an average of 13 points the
maximum growth expected is about 21 points.
Total Score

30
20

10

0
1 2 3 4 5 6
 Conclusion

• In terms of its core mandate and role, HR continues to view

itself as providing a combination of administrative expertise
and acting as a strategic partner.

• The majority of respondents continue to report that the

need to become more strategic is highly desirable.
However, their emphasis continues to be on transactional
services due to the services demanded on more
transactional-based (day-to-day) activities.