future of hr profession 111[1]

8/8/2019 Future of Hr Profession 111[1]

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2424--66--0202 TVRaoTVRao

Future of HR ProfessionFuture of HR Profession

T V RaoT V Rao

Chairman TVRLSChairman TVRLS


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AgendaAgenda

Paradigm shifts in business scenarioParadigm shifts in business scenario

HR ResearchHR Research GlobalGlobal Role of HRRole of HR

Competencies neededCompetencies needed


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Paradigm Shift inParadigm Shift in

Business ScenarioBusiness Scenario Competition is GlobalCompetition is Global

Competencies areCompetencies are

GlobalGlobal Technology andTechnology and

Finance will becomeFinance will becomelesser Issueslesser Issues

Speed givesSpeed givescompetitive advantagecompetitive advantage

Global OutsourcingGlobal Outsourcing


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Business ScenarioBusiness Scenario

Fast changes inFast changes instructuresstructures

ManagementManagementTechnology is withinTechnology is withinthe reach of every onethe reach of every one

KnowledgeKnowledgeimprovements are highimprovements are high

Intelligent Work ForceIntelligent Work Force Growing CustomerGrowing Customer

ExpectationsExpectations

Brands will disappearBrands will disappear


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Paradigm ShiftParadigm Shift

New BusinessNew BusinessModels will emergeModels will emerge

ImplementationImplementationspeed becomesspeed becomescriticalcritical

Product InnovationsProduct Innovationswill increasewill increase


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HR ResearchHR Research

In seventy work teamsIn seventy work teamsacross diverseacross diverse

industries the membersindustries the memberswho sat in meetingswho sat in meetingsshared their moodsshared their moodseither good or badeither good or badwithin two hourswithin two hours

Moods influenceMoods influencetremendously the worktremendously the workout put of the groupsout put of the groups


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Future of HRFuture of HR

Percentage of timePercentage of timepeople feel positivepeople feel positiveemotions at work placeemotions at work place

determines thedetermines thelikelihood of their staylikelihood of their stay

Cheerfulness andCheerfulness andWarmth spreads mostWarmth spreads mosteasilyeasily-- Yale studyYale study

In Asian Cultures theIn Asian Cultures thereverse is true???reverse is true???

Research is neededResearch is needed


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Every one percent increaseEvery one percent increasein service climate results inin service climate results ina two percent increase ina two percent increase in

revenuesrevenues Each project Leader has hisEach project Leader has his

credibility quotient (CQ).credibility quotient (CQ).Your CQ decides theYour CQ decides theeffectiveness of your team.effectiveness of your team.

How do you measure andHow do you measure and

enhance the CQ of ourenhance the CQ of ourProject Leaders andProject Leaders andManagers?Managers?


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At work do you have an opportunity to doAt work do you have an opportunity to dowhat you what you do best every day ? iswhat you what you do best every day ? is

related to employee turn over and customerrelated to employee turn over and customersatisfaction (Gallup study of 198,000satisfaction (Gallup study of 198,000employees)employees)

Only 20% of employees in largeOnly 20% of employees in large

organizations feel that their strengths are inorganizations feel that their strengths are inplay every day (Marcus Buckingham)play every day (Marcus Buckingham)

Most organizations operate at 20% capacityMost organizations operate at 20% capacity


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Investment in employees has been found toInvestment in employees has been found tobe related to stock market performance ofbe related to stock market performance of

the firmthe firm HR Quality Index was found to be related toHR Quality Index was found to be related to

financial and market performance of thefinancial and market performance of thefirmsfirms

HR Practices and Employee attitudes wereHR Practices and Employee attitudes werefound to influence service levels and marketfound to influence service levels and marketperformance of firmsperformance of firms


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HR Research: SomeHR Research: Some

questionsquestions How is theHow is the

interpersonal personalinterpersonal personaland group chemistryand group chemistryformedformed

How does it change?How does it change?

How does one make itHow does one make itmore productive?more productive?

How do we reduce theHow do we reduce theadjustment time ofadjustment time ofgroups?groups?


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HR Managers of Today:HR Managers of Today:Results from Self RenewalResults from Self Renewalworkshopworkshop Monitoring Performance appraisals (100 hours)Monitoring Performance appraisals (100 hours)

Manpower planning (200 hours)Manpower planning (200 hours)

Recruitment (400 hours)Recruitment (400 hours) Leave rules (60 hours)Leave rules (60 hours)

Legal requirements (registration etc.) (200 hours)Legal requirements (registration etc.) (200 hours)

Administration (400 hours)Administration (400 hours) Transportation ManagementTransportation Management

CanteenCanteen

Grievance handlingGrievance handling

Finalizing company logo (70 hours)Finalizing company logo (70 hours)


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HR Managers of TodayHR Managers of Today


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HR Managers of TodayHR Managers of Today

Self development (200 hours)Self development (200 hours)

Implementing technology and KM (120Implementing technology and KM (120

hours)hours) Multiskiling (150 hours)Multiskiling (150 hours)

Change agent (plan organize inputs toChange agent (plan organize inputs toemployees) (70 hours)employees) (70 hours)

House magazine (100 hours)House magazine (100 hours) SAP implementation (300 hours)SAP implementation (300 hours)

Reading Training catalogues (365 hours)Reading Training catalogues (365 hours)


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HR Roles of TodayHR Roles of Today

Industrial relationsIndustrial relations

AdministrativeAdministrative

PersonnelPersonnelManagement andManagement andPolicy FormulationPolicy Formulation

HRD FacilitationHRD Facilitation ChangeChange

ManagementManagement


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Future of HRFuture of HR

All the above will be outsourcedAll the above will be outsourced


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HR Roles of FutureHR Roles of Future

Business PartnerBusiness Partner Strategist (people focused competitiveStrategist (people focused competitive

strategies)strategies)

Business driver (new businesses andBusiness driver (new businesses andopportunities)opportunities)

Entrepreneur (financial, marketing, technologyEntrepreneur (financial, marketing, technologyparameters, cost controls, quality assurance)parameters, cost controls, quality assurance)

Change and OD FacilitatorChange and OD Facilitator ResearcherResearcher DiagnosticianDiagnostician InterventionistInterventionist


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ODOD ACTIVITESACTIVITES

360-DEGREE FEEDBACK/

APPRAISAL PROCESS

ASSESSMENT/

DEVELOPMENT

CENTERS

ORGANIZATIONAL

CLIMATE / EMPLOYEESATISFACTION SURVEYS

PERSONAL

CONSULTANCY

FOR THE CEOS


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ResearchResearch

Managerial and Team

effectiveness

Spotting, utilizing

and multiplying talent

Culture

Leadership


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Some Future HR RolesSome Future HR Roles

Business PartnerBusiness Partner


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In Sum: Role of HRIn Sum: Role of HR

Strategic Business DriverStrategic Business Driver

Generating Entrepreneurs and EnhancingGenerating Entrepreneurs and Enhancing

EntrepreneurshipEntrepreneurship Employees as Entrepreneurs and BusinessEmployees as Entrepreneurs and Business

PartnersPartners

Knowledge Generators and DisseminatorsKnowledge Generators and Disseminators


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Role OF HRRole OF HR

SynergiserSynergiser

Team BuilderTeam Builder

Culture BuilderCulture Builder

Firms PerformanceFirms PerformanceManagerManager

No more SystemsNo more SystemsDeveloper (SystemsDeveloper (Systemswill be outsourced)will be outsourced)


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Role of HRRole of HR

Motivation andMotivation andRetention becomesRetention becomes

lesser issueslesser issues PeoplePeople

Management willManagement willdisappeardisappear

Line Managers andLine Managers andoutsourced systemsoutsourced systemswill managewill manage


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Future HR ManagerFuture HR Manager

Strategic ThinkerStrategic Thinker

LeaderLeader

EntrepreneurEntrepreneur

TechnologicalTechnologicalFamiliarityFamiliarity

Global BenchmarkingGlobal Benchmarking

InitiativeInitiative

VisionaryVisionary All RounderAll Rounder

ResearcherResearcher

Behavior SystemsBehavior SystemsCreatorCreator


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Competencies NeededCompetencies Needed

Global NetworkingGlobal Networking

Technology SavvyTechnology Savvy

Fast ChangingFast Changing

EntrepreneurialEntrepreneurial

future of hr profession 111[1]

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