1. Future of HR Profession

2. Agenda Paradigm shifts in business scenario Paradigm shifts in business scenario HR Research – Global HR Research – Global Role of HR Role of HR Competencies needed Competencies needed

3. Paradigm Shift in Business Scenario Competition is Global Competition is Global Competencies are Global Competencies are Global Technology and Finance will become lesser Issues Technology and Finance will become lesser Issues Speed gives competitive advantage Speed gives competitive advantage Global Outsourcing Global Outsourcing

4. Business Scenario Fast changes in structures Fast changes in structures Management Technology is within the reach of every one Management Technology is within the reach of every one Knowledge improvements are high Knowledge improvements are high Intelligent Work Force Intelligent Work Force Growing Customer Expectations Growing Customer Expectations Brands will disappear Brands will disappear

5. Paradigm Shift New Business Models will emerge New Business Models will emerge Implementation speed becomes critical Implementation speed becomes critical Product Innovations will increase Product Innovations will increase

6. HR Research In seventy work teams across diverse industries the members who sat in meetings shared their moods either good or bad within two hours In seventy work teams across diverse industries the members who sat in meetings shared their moods either good or bad within two hours Moods influence tremendously the work out put of the groups Moods influence tremendously the work out put of the groups

7. Future of HR Percentage of time people feel positive emotions at work place determines the likelihood of their stay Percentage of time people feel positive emotions at work place determines the likelihood of their stay Cheerfulness and Warmth spreads most easily- Yale study Cheerfulness and Warmth spreads most easily- Yale study In Asian Cultures the reverse is true??? In Asian Cultures the reverse is true??? Research is needed Research is needed

8. HR Research Every one percent increase in service climate results in a two percent increase in revenues Every one percent increase in service climate results in a two percent increase in revenues Each project Leader has his credibility quotient (CQ). Your CQ decides the effectiveness of your team. Each project Leader has his credibility quotient (CQ). Your CQ decides the effectiveness of your team. How do you measure and enhance the CQ of our Project Leaders and Managers? How do you measure and enhance the CQ of our Project Leaders and Managers?

9. HR Research “At work do you have an opportunity to do what you what you do best every day ? “ is related to employee turn over and customer satisfaction (Gallup study of 198,000 employees) “At work do you have an opportunity to do what you what you do best every day ? “ is related to employee turn over and customer satisfaction (Gallup study of 198,000 employees) Only 20% of employees in large organizations feel that their strengths are in play every day (Marcus Buckingham) Only 20% of employees in large organizations feel that their strengths are in play every day (Marcus Buckingham) Most organizations operate at 20% capacity Most organizations operate at 20% capacity

10. HR Research Investment in employees has been found to be related to stock market performance of the firm Investment in employees has been found to be related to stock market performance of the firm HR Quality Index was found to be related to financial and market performance of the firms HR Quality Index was found to be related to financial and market performance of the firms HR Practices and Employee attitudes were found to influence service levels and market performance of firms HR Practices and Employee attitudes were found to influence service levels and market performance of firms

11. HR Research: Some questions How is the interpersonal personal and group chemistry formed How is the interpersonal personal and group chemistry formed How does it change? How does it change? How does one make it more productive? How does one make it more productive? How do we reduce the adjustment time of groups? How do we reduce the adjustment time of groups?

12. HR Managers of Today: Results from Self Renewal workshop Monitoring Performance appraisals (100 hours) Monitoring Performance appraisals (100 hours) Manpower planning (200 hours) Manpower planning (200 hours) Recruitment (400 hours) Recruitment (400 hours) Leave rules (60 hours) Leave rules (60 hours) Legal requirements (registration etc.) (200 hours) Legal requirements (registration etc.) (200 hours) Administration (400 hours) Administration (400 hours) –Transportation Management –Canteen –Grievance handling Finalizing company logo (70 hours) Finalizing company logo (70 hours)

13. HR Managers of Today

14. Self development (200 hours) Self development (200 hours) Implementing technology and KM (120 hours) Implementing technology and KM (120 hours) Multiskiling (150 hours) Multiskiling (150 hours) Change agent (plan organize inputs to employees) (70 hours) Change agent (plan organize inputs to employees) (70 hours) House magazine (100 hours) House magazine (100 hours) SAP implementation (300 hours) SAP implementation (300 hours) Reading Training catalogues (365 hours) Reading Training catalogues (365 hours)

15. HR Roles of Today Industrial relations Industrial relations Administrative Administrative Personnel Management and Policy Formulation Personnel Management and Policy Formulation HRD Facilitation HRD Facilitation Change Management Change Management

16. Future of HR All the above will be outsourced All the above will be outsourced

17. HR Roles of Future Business Partner Business Partner –Strategist (people focused competitive strategies) –Business driver (new businesses and opportunities) –Entrepreneur (financial, marketing, technology parameters, cost controls, quality assurance) Change and OD Facilitator Change and OD Facilitator –Researcher –Diagnostician –Interventionist

18. OD ACTIVITES 360-DEGREE FEEDBACK/ APPRAISAL PROCESS ASSESSMENT/ DEVELOPMENT CENTERS ORGANIZATIONAL CLIMATE / EMPLOYEE SATISFACTION SURVEYS PERSONAL CONSULTANCY FOR THE CEO’S

19. Research Managerial and Team effectiveness Spotting, utilizing and multiplying talent Culture Leadership

20. Some Future HR Roles Some Future HR Roles Business Partner Researcher OD Specialist Systems Integrator Strategist

21. In Sum: Role of HR Strategic Business Driver Strategic Business Driver Generating Entrepreneurs and Enhancing Entrepreneurship Generating Entrepreneurs and Enhancing Entrepreneurship Employees as Entrepreneurs and Business Partners Employees as Entrepreneurs and Business Partners Knowledge Generators and Disseminators Knowledge Generators and Disseminators

22. Role OF HR Synergiser Synergiser Team Builder Team Builder Culture Builder Culture Builder Firms Performance Manager Firms Performance Manager No more Systems Developer (Systems will be outsourced) No more Systems Developer (Systems will be outsourced)

23. Role of HR Motivation and Retention becomes lesser issues Motivation and Retention becomes lesser issues People Management will disappear People Management will disappear Line Managers and outsourced systems will manage Line Managers and outsourced systems will manage

24. Future HR Manager Strategic Thinker Strategic Thinker Leader Leader Entrepreneur Entrepreneur Technological Familiarity Technological Familiarity Global Benchmarking Global Benchmarking Initiative Initiative Visionary Visionary All Rounder All Rounder Researcher Researcher Behavior Systems Creator Behavior Systems Creator

25. Competencies Needed Global Networking Global Networking Technology Savvy Technology Savvy Fast Changing Fast Changing Entrepreneurial Entrepreneurial