Documenti di Didattica
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HR Policies
HR Procedures
HR Practices
HR Philosophy
The fundamental beliefs, and attitudes of the organization towards its employees
Evolution of HR Philosophy
Mechanical Approach
Closed system (No external controls) : Personnel are controllable, predictable and interchangeable Management philosophy: Taylors Scientific Management - Economic Man Model Problems: Technological Unemployment, Insecurity, Decreased pride of work , Origin of trade unions
Paternalism:
Closed system with human consideration Management Philosophy: Human relations Problem: Employee motivation
Evolution of HR Philosophy
Social Systems Approach
Open system Management philosophy: Contingency
New Realities
HR depts. are not designed to provide healthand-happiness retreats HR professionals must create the practices that make employees more competitive and committed
New Realities
HR activities are based on theory and research HR professionals must master the both
New reality
The impact of HR practices can be measured
New reality
HR function does not own compliance Managers do it
New Realities
HR practices are evolved over a period of time HR professionals must see their current work as a part of evolutionary chain
New realities
HR work is every managers work HR professionals must join with them in championing HR issues
HR Roles
Administrative Expert
Reengineering organizational processes Results in building efficient infrastructure
Change Agent
Managing transformation and change (ensuring capacity for change) Results: Creating a renewed organization
The Study
The objectives
To find out the current and future quality of delivery of HR services in India To identify the present and future HR roles
The Tool
Dave Ulrich and Jill Conners Survey instrument
Findings
FUTURE
Aver ag e HR Aver ag e 163.6 7 161.5 2 164.2 2 163.1 3
Line
132.9 0 161.28 166.05 129.8 7 162.32 160.71 132.7 6 164.12 164.32 131.8 4 162.57 163.69
Present Roles
Roles Strategic Partner Administrativ e Expert Employee Champion HR 32.55 37.37 33.67 NonHR 29.41 34.82 32.14 30.53 Differe Aver nce age 3.14 2.55 1.53 2.44 30.98 36.10 32.91 31.75
Future Roles
Roles Strategic Partner HR 42.52 NonHR 42.27 39.59 39.11 42.19 Differ ence 0.25 0.16 1.06 0.04 Aver age 42.4 0 39.6 7 38.5 8 42.2 1
After a Decade
Strategic partner Change Agent Administrative expert Employee champion
HR Competencies
Dave Ulrich
Personal Credibility
Accuracy: Being accurate in all HR work Consistency: being predictable Meeting commitments: doing on time what you say Chemistry: being personally comfortable with others Confronting appropriately; being willing to disagree and challenge at the appropriate time, appropriate setting and appropriate manner Integrity; being honest Thinking outside the box; offering alternative perspectives that might not otherwise be voiced Confidentiality Listening to and focusing on executive problems; understanding HR actions in the light of the needs of executives and business