Embed Size (px)
Citation preview
+
From Hating Hr to Loving HR
Group no – 16
Section- B
3/19/2012 IIM ROHTAK
+“If you are an ambitious young thing
newly graduated from a top college
or B-school with your eye on a
rewarding career in business, your
first instinct is not to join the Human-
Resources dance.”
That’s sadly true
3/19/2012
2
IIM ROHTAK
+The essence of HR is to
Understand the objectives and goals of an organization
Then recruit/retain the right talent
And design/deliver the right incentives so the talent can
achieve the goals.
3/19/2012
3
IIM ROHTAK
+Human Resource -The Difference in
Perception
HR Manager
We are change agents
We balance contrasting traits: both disciplining and nurturing organization
We prepare organization for future and intervene only when strictly necessary
We present employees views to manage
We invest in people to deliver the best results
No Credit when business is good , blamed when chips are down
Employees
Bombastic in words & Actions
He is clueless what we want. It’s not tune with our requirement
HR interventions are purposeless ..be it b’day cakes or greetings
HR first caters to itself then think about employees
HR has no people connect one meets them when join or quit
HR people need to develop trust.
3/19/2012
4
IIM ROHTAK
+ ( Although HR has taken measures to address many of
these concerns, the perceptions still persist )
15 ~30 % of
total company
value can be
attributed to
the quality of
HR practices
HR affects the bottom line. Although most
organizational leaders publicly state that people are
their most valuable assets, many are reluctant to invest
in HR.
"Take our 20 best people
away, and I will tell you
that Microsoft would
become an unimportant
company”
-Bill Gates
3/19/2012
5
IIM ROHTAK
People are your most valuable resource.
+Not Paid enough ?
Explaining the bad
every time.
Job Allocation ?
Finding the exact
Candidate
3/19/2012
6
IIM ROHTAK
+
Teaches the soft skills
Believes in employees as unique individuals.
Giving feedback in absence of perfect performance tool.
HR helps document.
HR is not for the faint at heart3/19/2012
7
IIM ROHTAK
+
Hr’s role should be that of an ombudsman.
“competency skill matrix” (part of hiring, training , appraisals etc.)
We now call it “ What it takes to get the job done chart”
HR
3/19/2012
8
IIM ROHTAK
+Change in HR to increase
Organizational Value Paradigm Shift – A personal HR mission
- Hire competent & committed people
- treat well
- committed to vision, values & goals
Paradigm Shift 2 – Consultant model to Partner Model
The consultancy Model
Knowledge Of Process
Analytical
Negotiation
Communication
3/19/2012
9
IIM ROHTAK
+Cont…
Partnership Model
Define customers
Problem is common – bring special knowledge to solve the
problem
Accountable for the outcome- how much the action contribute
to organization.
Paradigm shift 3- From exploiting to Nurture
Successful companies nurture their human resource
3/19/2012
10
IIM ROHTAK
+
Thank you
3/19/2012IIM ROHTAK
11
