A New Mandate For Human Resources

Kejal Gosar Sohil Mehta Sanket SachdeSneha SansareRoma ShehgalRonak Jain 113 120 130 131 152 158

Flow of Presentation
Personnel Manager to Change Agent HRs new role

Why HR matters now more than ever

Four Changes for the line

Personnel Manager to Change Agent

Organizational Excellence

Administrative Nature
# Hiring & Firing # Compensation # Role of a watchdog

# Strategic Partner # Achieving administrative efficiency # Increase employees commitment # Change agent

Why HR matters now more than ever?

Five critical business challenges
Globalization

Continuous change

Profitability through growth

Intellectual capital

Technology

HRs New Role

COMPETITIVENESS
Traditional Capabilities

Becoming a partner in strategy execution

Becoming an administrative expert Becoming an employee champion Becoming a change agent

BECOMING A PARTNER IN STRATEGY EXECUTION

Becoming an Administrative expert

Improvement of the administrative efficiency of both their function and the organization

Old

New

Becoming an Employee Champion

Complete employee engagement
Orientation and training of line managers Recommend ways to ameliorate moral problems Voice of the employees in management discussions

Becoming a Change Agent

 Pace of change today: Difference between winners and losers Role of HR to embrace and capitalize change a) Focus on change initiatives b) Vision statements are implemented Employees resistance to change

Change model and four step process

1. 2. 3. 4. Define and clarify the change Why it is important Assess old culture and new culture Alternative approach to create new culture

Four Changes for the Line

First Change
Communicate to the organization that the Soft Stuff matters
Culture change and intellectual capital are critical to business success Operating managers more in depth interactions with employees Include HR professionals in strategy discussions

Second Change
Explicitly define the deliverables from HR, and hold HR accountable for results
Expectations from HR are stated specifically by Senior management Track, measure and reward performances

Third Change
Investment in innovative HR practices
Invent New technologies and practices Track competitors and learn about new technologies being used in the industry Check for relevance to your business

Fourth Change
Upgrade HR professionals
Individuals must be good alone as well as in a team HR must know the business well HR is mainly responsible to maintain the culture in any organization HR as a strategic planner