pboplus - mumbai hr summit 25062011 vs 2

8/6/2019 PBOPlus - Mumbai HR Summit 25062011 vs 2

1/15

PBOPlus

HR

from Function( Vertical View )

to Process( Horizontal End Backwards View )


2/15

PBOPlus

HR A Function ? A body of Knowledgewith its principles and tools

Compensat

ions &

Benefits

Training &

Developme

nt

Recruitme

nt and

Induction

Performan

ce

Appraisals

Structure

and Job

Description

Human

Resource

50 plus pieces as we drill down

This gives us Identity , Vocabulary , Legitimacy and Career.This is inside view of HR

HR

Operations


3/15

PBOPlus

Over a period we evolvedourselves to reflect differential value add

Generalists Service

provider

Visionary Specialist Experts

Human

Resource

This was also HRs way to upgrade itself .

It has done some good both for HR and

businesses


4/15

PBOPlus

HR Profession is moving into high pressure

Zone

Non coreOut source

Automate

Best Practice

Non HR : HR

Ratio o 1:70

to 1 :150

Human

Resource

It 8 % growth , the profession may not see growth in Jobs


5/15

Therefore,time to wake up

andlook at ourselves Outside In ,

Process View


6/15

PBOPlus

HR A Process ? A series of activities for a

Customer

Managers-40

Wt -10 %Functional

Head- 8

Wt 30 %

Staff and

Workmen

3000

Wt 10%

Freshers and

others-100

Wt -10 %

CEO 1

Wt - 40 %

Human

Resource

We are unable to reorient ourselves hide behind policy ,

fairness and our definition of professionalism . Almost allstakeholders find HR non- responsive and not service oriented


7/15

PBOPlus

HR A Process ? A series of activities to

serve a Customer

Bell the scores

Decide and

announce

Track

Achievement

Set Targets

Score

Organise

Review

Disgusted

Stakeholders


8/15

PBOPlus

CEO Disconnect

I can never get to 10,000 crores by 2020 with this team.- Which People amongst the top 100 I must get rid off ?- A wrong leader pulls another 20 down because of bad leadership- Do I have to go outside to solve this problem ?

My focus My Vision Our Growth.

Business is interested in critical 2% of people which can deliver value

Pulling out competitor people won't help either. Its a temporary Fix.

Staying in business is not an option.

CEO looks at 5% products, 5% customer, 3% process, 2% people.

CEO doesn't come to the office for sustainability. Business means growth and isHR able to provide that ?


9/15


10/15

PBOPlus

Unsolved HR Paradoxes Process or Function

Team or Individual

People or Weapon

Masses ( 98 %)or Classes(2%)

An eternal BusinessDilemma

Focus on the core problemHR solves & put out lots of

ideas about how to solvethat problem.


11/15


12/15

PBOPlus

HR image has takensome beating

Why is HR being outsourced ?

Why is HR being treated as non-core ?

No company is willing to include HRpeople on board. Why ?

HR has lost its sheen ? Why is HR not inthe limelight anymore ?

Is HR meant to serve the 2% people whoactually add 98% of the business value ?

Why is the disconnect between Businessand HR so glaring?


13/15

PBOPlus

Where does the problem lie ?

Before the problem lets seewhat HR end users say ?

Is there a problem with HR ?


14/15

PBOPlus

People View

2% talented people are different from others but HR hides behind thepolicies . This approach is self-destroying for HR.

You may think the Policy is fair and just but the individual doesn't. Hebelieves he is different than the others and must be treated differently.

For HR every man is equally important but this is against the businessrealities.


15/15

PBOPlus

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pboplus - mumbai hr summit 25062011 vs 2

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