Future of HRD

NATIONAL HRD NETWORK & British Library

TVRAO

 Part 1
The case of HRD and its Future Four categories of HR managers Outline HRD A SWOT

Part 2
Where do we go from Here?

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Case of HRD and its Future

This is competency era This is also Competition era HRD is needed everywhere It has role in
Starting times Stabilizing business Growing Facing storms All times
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Case of HRD and its Future

It has role in all sectors
Family Society Government NGOs Everywhere

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It has great Future if you are competent

Most HR People are employed to day mainly by virtue of the necessity Secondarily by virtue of their competence Rarely by virtue of their business leadership

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Four Classes of HRD Managers

Future CEOs and CAs HRD Specialists Personnel Specialists Subsystems Managers

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Future CEOs and CAs

CA = Change Agents Totally business driven Vision driven Think strategically Have cross functional exposure or orientation Can balance short and long term Balance systems and spirit
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HRD Specialists
Talented HRD Chiefs or HRD managers of excellence Good in systems and implementation Lack cross functional orientation Good HRD Facilitators Prefer to remain HRD Facilitators

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Personnel Specialists
Formally Designated as HRD Managers but have not grown fully into HRD Administration, Personnel and IR driven Not fully equipped with Training and OD skills or change management skills Short term goal driven Good second hand to CEOs May lack professional preparation in HRD
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Subsystems Managers
Good at one or two subsystems designing and implementation Learnt from experience or groomed essentially into these Are yet to acquire a holistic approach

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SWOT of HRD: Strengths

Body of knowledge First country to conceive Integrated HRD systems 28 Years of History Many firsts Good and strong professional bodies (NHRDN, NIPM, ISTD)
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Strengths
Good Institutions Successful HRD professionals who have made a mark as CEOs and change Agents Supportive CEOs

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Weaknesses
Talent gap Understanding gap Failure of Academic Institutions to prepare good professionals Not enough role models Theory practice gap (it took 20 years to implement all things) Many carrying HRD titles without adequate preparation in HRD
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Weaknesses
Professional bodies limited time and perspective rather than mission driven No regulations for entry into and maintaining standards CEOs not being able to identify and use the HRD Managers HRD managers lacking courage to educate and make a difference
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Opportunities
Unlimited HRD is needed everywhere
Family Society Government NGOs Corporations Where not?

HRD is needed all the time Changing scenario has opened up unlimited opportunities for HRD professionals
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Threats
Definition of success (some line managers succeeding as HRD Manager without doing any HRD work) Incompetent HRD Managers PR world and PR Attitudes

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Where do we go from Here?

We need to understand changing scenario We need to understand the changing roles Understand opportunities Understand SWOT and Act
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Paradigm Shift
New Business Models will emerge Implementation speed becomes critical Product Innovations will increase

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HR Research
In seventy work teams across diverse industries the members who sat in meetings shared their moods either good or bad within two hours Moods influence tremendously the work out put of the groups

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Future of HR
Percentage of time people feel positive emotions at work place determines the likelihood of their stay Cheerfulness and Warmth spreads most easily- Yale study In Asian Cultures the reverse is true??? Research is needed

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HR Research
Every one percent increase in service climate results in a two percent increase in revenues Each project Leader has his credibility quotient (CQ). Your CQ decides the effectiveness of your team. How do you measure and enhance the CQ of our Project Leaders and Managers?

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HR Research
At work do you have an opportunity to do what you what you do best every day ? is related to employee turn over and customer satisfaction (Gallup study of 198,000 employees) Only 20% of employees in large organizations feel that their strengths are in play every day (Marcus Buckingham) Most organizations operate at 20% capacity

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HR Research
Investment in employees has been found to be related to stock market performance of the firm HR Quality Index was found to be related to financial and market performance of the firms HR Practices and Employee attitudes were found to influence service levels and market performance of firms

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HR Research: Some questions

How is the interpersonal personal and group chemistry formed How does it change? How does one make it more productive? How do we reduce the adjustment time of groups?
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HR Managers of Today: Results from Self Renewal workshop

Monitoring Performance appraisals (100 hours) Manpower planning (200 hours) Recruitment (400 hours) Leave rules (60 hours) Legal requirements (registration etc.) (200 hours) Administration (400 hours)
Transportation Management Canteen Grievance handling

Finalizing company logo (70 hours)

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HR Managers of Today

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HR Roles of Today
Recruitment Industrial relations & Welfare Administrative Transportation Management Personnel Management and Policy Formulation
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Future of HR
All the above will be outsourced

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HR Roles of Future
Business Partner
Strategist (people focused competitive strategies) Business driver (new businesses and opportunities) Entrepreneur (financial, marketing, technology parameters, cost controls, quality assurance)

Change and OD Facilitator

Researcher Diagnostician Interventionist

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Role of HR
Strategic Business Driver Generating Entrepreneurs and Enhancing Entrepreneurship Employees as Entrepreneurs and Business Partners Business Partner Knowledge Generators and Disseminators

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Role OF HR
Synergiser Team Builder Culture Builder Firms Performance Manager No more Systems Developer (Systems will be outsourced)

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Future HR Manager

Strategic Thinker Leader Entrepreneur Technological Familiarity Global Benchmarking Initiative Visionary All Rounder Researcher Behavior Systems Creator TVRAO

Competencies Needed
Global Networking Technology Savvy Fast Changing Entrepreneurial

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HR Competencies for Future

Entrepreneurship Entrepreneurship Entrepreneurship

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Thank You
Details of the arguments in this presentation can be read in Future of HRD by T V Rao, Macmillan India, 2003 Or Write to tvraoad1@sancharent.in or tvrao@tvrao.com

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