hr for line managers

7/31/2019 HR for Line Managers

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HR STRATEGIES & PROFILE OF HR MANAGERS

HR to help Organisation earn more.

HR to help increase Shareholders confidence.

HR role needs strategic shift.

Compliance

Talent Management

Change Management

Compliance

Talent Management

Change Management


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HR Strategy to start from business strategy.

Talent Management a key focus area.

Resource Creation.

Cost & Productivity in 2001

Building for growth in 2002

Competency Building and Analysis.

Communication with People.

Moving people Up & Out. ( Culture & Competency)


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HR SKILLS FOR FUTURE

Business Acumen.

Strategic Thinking.

Align people process to business.

Culture Building.

Focus on ROI.

Technology savy (e-HR)

Business consultant.

Functional Expert.

C league membership (CEO, CKO, CPO)

Ability to inspire people.

Cross cultural knowledge.


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HUMAN RESOURCES

Good HR practices influenceperformance indicators oforganisations.

Organisations have nopresence beyond that of thepeople who bring them to life.

It is people who provide acompetitive advantage to

organisations.


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HUMAN RESOURCES

What constitutes good HR practices ?Good Hr practices are those that contribute toone or more of the three Cs

Competencies

Tasks can not be completed withoutcompetencies

Commitment

Things may not be done or slowly done in theabsence of commitment

Culture

It provides the sustaining force for organisationto live


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HR SYSTEM

Strengthen the organisation

Consolidate existing strengths

System development & research Plan for future

Get suitable people

Retain, motivate, integrate people

Assess people for their contribution

Plan growth of people


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HR SYSTEMS

Developing Competence

Technical

Managerial

process

Helping

Coping

Promote Commitment

Diagnosis

Develop and implement interventions

Create necessary culture and values


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OUR CORE VALUES

CUSTOMER FOCUS

ORGANISATIONAL PRIDE

MUTUAL RESPECT & TRUST

INITIATIVE & SPEED

TOTAL QUALITY


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OUR VISION

A WORLD CLASSINTEGRATED POWER

MAJOR, POWERINGINDIAS GROWTH,

WITH INCREASINGGLOBAL PRESENCE


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WHAT IS HRD

HRD is a process by which employees arehelped in a continuous and planned way to:

Acquire & sharpen capabilities to performpresent and expected future roles.

Develop their general capabilities &discover their inner potential for their ownand organisational development.

Develop an organisational culture in whichsupervisor-subordinate relationships, teamwork and collaboration among subunits arestrong & contribute to the pride of

employees.


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WHY HRD

Employees need competencies to perform tasks.

Competencies are to be continuously developed

Survival of the organisation depends oncompetent and motivated employees

To effectively face the challenges of

everchanging environment

To reach the top and remain there.


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VINDHYACHAL

HR VISION

TO ENABLE OUR PEOPLE TO

BE A FAMILY OF COMMITTED

WORLD CLASS

PROFESSIONALS, MAKINGNTPC A LEARNING

ORGANISATION.


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HRD IN NTPC

HR Department and ED Cells

Training & Development

Job Rotation & Career Growth Path

Quality Circles

Professional Circles

NOCET

NCYM Own a Department

HR Ambassadors


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HRD IN NTPC

Core Value Actualisation

Tenure Postings

M.Tech and BITS PilaniB.Sc

Redeployment

Communication

Transfer and Posting

HR Newsletter

HR for Line Managers


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HRD IN NTPC

Performance Appraisal

Development Centre

Five S

TQM

Benchmarking

Rewards

Suggestion Scheme

HR Audit

Support schools


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WE ARE NOT ALWAYS PEOPLE SMART

Do you ignore the psychological reasons for

someones behaviour ?

Do you agree to almost all requests people maketo you ?

Do you hold back feedback which people couldbenefit from ?

Do you try to persuade people by arguing with

them ? Do you seek victory over argument ?

Do you approach people with whom you have

problems time after time ?


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ROLE OF LINE MANAGER IN HR

Line managers have an important role to play inensuring the realization of HRD objectives

Training

Analyse each employees role and capability needed

Identify training needs

Encourage people for training

Obtain feedback after training

Discuss opportunities for trying the learning

follow up capabilities before & after training

Arrange sharing of learning with others


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Performance Appraisal Identify key performance areas

Set challenging goals

Recognise strengths & weakness

Provide feedback & counselling

Generate openness, mutuality, & trust

Provide support


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Organisation Development

Identify subsystems that need change & inform HR

Support diagnostic surveys

Participate in OD process/discussions

Prepare action plans & implement them

Reinforcement

Acknowledge contributions of employees

Assign challenging tasks

Reward collaboration

Encourage interaction


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Career Development

Identify opportunities for each subordinate

Assess capabilities to be acquired

Help subordinates to assess their owncapabilities in relation to career paths

Give feedback about potential

Give opportunity to use the potential


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UNSHACKLING THE HUMAN MIND

Every human being has the right to exploit own full potential.

Education enables individuals to make an informed choice.

Superiors to participate in learning.

25 to 30 % of employee potential only utilized in organizations.

Even 5% improvement can create wonders.

Children in schools are Afraid, Bored and Confused.

Employees in organisations are Threatened, Not excited andDirectionless.

Identify, nurture and excite talent to give their best.

Embrace change (80% change and 20% status quo)


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Belief = Life be

Awareness

My Choice

Ideas/beliefs

Emotions/Feelings

Actions

Habits

Character

Destiny

Fruit

Flower

Plant

Seed


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Strategy

Managerial System

Decision Making

Assumption,Values

Awareness

The Mind

Divine

Openness

Forms

Shapes

Choices

LimitsBoundaries

How the mind works


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As children we use 90% of creativity.

Children laugh 300 times a day.

At the age of 7 only 10% of creative potential is used.

An adult uses only 2% of creativity.

An adult rarely laughs.

Age


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Make organizations playful.

Suspend judgment in creativity.

Do not shift responsibility.

If it is to be - It is up to me.

If you mind itit matters to you.

You can see everything but yourself.

Your true wealth is your Values.

Take charge of yourself.

Learn Learn and Learnbe willing to learn, keep learning

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hr for line managers

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