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career development. succession planning. training and communication with employees . and implementation of technology through improved staffing.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. inter-organizational mobility.

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. INFO. JOB & SALARY WORKER AFFAIRS . WORK DESIGN REDESIGN WORKER DVPMNT.A HUMAN RESOURCE SYSTEM PLANNING & ADMN HUMAN RESOURCE DVPMNT.

shelter  Phase 2.The transition of HR…  Phase 1.change agent.motivating by providing effective & fair appraisals and compensation systems  Phase 3. innovator. clothes.providing food. strategic partner .

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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 company’s business objectives  HR should be able to plan and lead large scale change programmes that improve performance .Challenges  Leadership Development & Succession Planning  HR professionals are expected to provide essential frameworks. processes. tools.

 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. and educate senior executives on how workforce issues can affect overall performance. coach. advise. anticipating and finding people for positions that don’t exist as of yet . It can also contribute to the drafting of the business plan  Challenges in recruitment  attracting people with multidimensional skills.

 Attrition & Retention of talent retention of talent perhaps the biggest challenge in today’s era.  Organizational reward strategy influences both job satisfaction and motivation for the employee . Retention policies in itself present a challenge  Compensation Management  compensation plays an important part in retention strategies.

 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 organisation’s 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 .