A STUDY ON

CHANGING ROLE OF HRM

CHANGING THE FACE OF BUSINESS

MARCH 2012

INDEX

1. INTRODUCTION 2. OBJECTIVES OF HRM 3. HRM OF OLD AGE 4. HUMAN RESOURCE MANAGEMENT: SCOPE 5. HUMAN RESOURCE MANAGERS DUTIES 6. ROLES OF HR PROFESSIONAL 7. COMPARISON OF PREVIOUS & CURRENT SCENARIO OF HR AGENDA 8. TRANSFORMATION OF HR ROLES 9. TRADITIONAL & CURRENT HR ROLES 10.RECENT TRENDS IN HR - CHANGING THE FACE OF BUSINESS 11.FUTURE ROLE OF HRM 12. CONCLUSION

1.INTRODUCTION
Today the business world is changing at bullet-train speed technology, the global economy, the looming talent crisis, the recognition that causes mental illness is dramatically affecting the workplace. All of these are having a huge impact on the HR profession. HUMAN RESOURCES is the function in an organization that acquires, trains, pays, maintains, and eliminates the people who work under the organization's direction.

The coming of the 21 century poses distinctive HRM challenges to business especially those operating across national boundaries as multinational or global enterprise. Competing in global markets entail many factors and centralization of its human resource practices is certainly vital to improve global competitiveness and empower employees for global assignments. To achieve success in global marketplace, the challenge of all businesses regardless of their size is to understand global corporate cultural differences and invest in human resources.

2. OBJECTIVES OF HRM
To help the organization reach its goals. To ensure effective utilization and maximum development of human resources. To ensure respect for human beings.

To identify and satisfy the needs of individuals.

To ensure reconciliation of individual goals with those of the organization. To achieve and maintain high morale among employees. To provide the organization with well-trained and well-motivated employees.

To develop and maintain a quality of work life. To be ethically and socially responsive to the needs of society. To develop overall personality of each employee in its multidimensional aspect. To enhance employee's capabilities to perform the present job. To equip the employees with precision and clarity in transaction of business. To inculcate the sense of team spirit, team work and inter-team collaboration.

To increase to the fullest the employee's job satisfaction and self-actualization

3. HRM OF OLD AGE

HRM has been a concept that was utilized ever since human beings started following an organized way of life Some of human resource management's vital principles were used in prehistoric times. Like, mechanisms being developed for selecting tribal leaders. Knowledge was recorded and passed on to the next generation. 1000 B.C. to 2000 B.C. saw the development of more advanced HR functions. The Chinese are known to be the first to use employee screening techniques, way back in 1115 B.C. The Greek and Babylonian civilizations started "the apprentice" system.

HRM has seen a lot of nick naming in its age. Since it was recognized as a separate and important function, it has been called "personnel relations" then it evolved to "industrial relations", then "employee relations" and then, finally, to "human resources".

4. HUMAN RESOURCE MANAGEMENT: SCOPE

o o o Personnel or labor aspect deals with HR planning, recruitment, selection, placement, training and development, remuneration, etc. Welfare aspect deals with working conditions and amenities such as canteen, rest-rooms, etc. Industrial relations aspect deals with unionmanagement relations like collective bargaining, grievance and disciplinary actions, etc.

5. HUMAN RESOURCE MANAGERS DUTIES

HR manager carries out three distinct functions: Line function: The human resource manager direct activities of the people in his/her own department and in related service areas. Coordinative function: Human resource managers coordinate personnel activities and acts as a right arm of the top executives to ensure that line managers are implementing firms, HR policies and practices. Staff function: assisting and advising is the heart of human resource managers job.

Line manager: Empowered to direct the work of the people assigned to them Staff Advisor: play important role in advising and assisting the line managers.

LINE MANGERS HUMAN RESOURCE DUTIES:

1. Placing the right person on the right job. 2. Training employees for jobs that are new to them. 3. Improving job performance of each person. 4. Gaining co-operation and developing smooth working relationship. 5. Developing abilities of each person. 6. Creating and maintaining departmental morale. 7. Protecting employees health and physical condition.

6. ROLES OF HR PROFESSIONAL

 The role of HR manager is shifting from one of a protector & screener to that of a strategic partner, an administrative expert, an employee champion & a change agent.

7. COMPARISON OF PREVIOUS & CURRENT SCENARIO OF HR AGENDA

8. TRANSFORMATION OF HR ROLES

9. TRADITIONAL & CURRENT HR ROLES

TRADITIONAL STRATEGIC HRM

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10. RECENT TRENDS IN HR - CHANGING THE FACE OF

BUSINESS
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THE CHANGING ROLE OF THE HR PROFESSIONAL

We need to put the human back into human resources. Employees are humans, not commodities, and HR departments have to start seeing them differently. With the current push towards strategies that engage employees, attract top talent, and contribute to the bottom line, this change is imperative.

THE WAR FOR TALENT

The most important corporate resource over the next 20 years will be talent, smart, sophisticated business-people who are technologically literate, globally astute, and operationally agile.

GLOBALIZATION TRENDS
As we enter a new millennium, the effects of internationalization now known as globalization are everywhere apparent.

Globalization symbolizes the structural making of the world characterized by the free flow of technology and human resources across national boundaries presenting an ever-changing and competitive business environment. More globalization means more competition, and more competition means more pressure to be world class

OUTSOURCING OF HR FUNCTIONS: THE VIRTUAL HR ORGANIZATION

HR professionals need to embrace outsourcing. They cant be afraid of it. Outsourcing of HR transactions is a proven way to reduce costs and get access to a higher level of service.

THE HEALTHY WORKPLACE: WELLNESS, WORK LIFE BALANCE

There is no competitive advantage in exhausted, sick and stressed-out workers. There is growing recognition that there is a definite link between the work environment and the health and well-being of its employees. Further, employers are now recognizing the connection between employee health and the bottom line.

THE DIVERSE WORKFORCE

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 Diversity is a business strategy. The reality is that todays workforce and the workforce of the future will be made up of diverse, complex collection of employees, all with different needs and experiences. HR will need to provide cross-cultural support training for virtual global teams.

THE IMPACT OF TECHNOLOGY

Eventually technology is going to eliminate most HR jobs as they exist today. Technology continues to impact profoundly, both in personal lives and in the workplace, and it will continue to evolve in future thereby changing the role of HR.

TALENT MANAGEMENT
The challenge for HR professionals is to figure out how to look deep into the organization to find talented, visionary people with a passion for the future. They need to anticipate the skills they will need in the future.

IMPACT OF LEGAL ISSUES

HR Manager must be proficient in applying employment law to employment decision. HR professional need to be look for different skill-sets in HR to understand the new realities of privacy and security of employee data.

TRENDS IN THE NATURE OF WORK

Traditionally human resource management had a people oriented approach. However today, when the competitive demands of the marketplace require a reorientation of strategic human resource philosophies and practices, an emphasis are being given to a knowledge-based administration using technology as a tool.

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FUTURE ROLE OF HRM

STRATEGIC HUMAN RESOURCE MANAGEMENT

The linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility. A strategic plan is the companys plan for how it will match its internal strength and weakness with external opportunities and threats in order to maintain a competitive advantage.

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CREATING THE STRATEGIC HUMAN RESOURCE MANAGEMENT SYSTEM

THREE IMPORTANT STRATEGIC HR TOOLS

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MEASURING THE HRM TEAMSS PERFORMANCE

In todays performance based environment, employers naturally expect their HRM team to provide measurable evidence of their efficiency and effectiveness and for that of their proposed programs.

MANAGING WITH THE HR SCORECARD PROCESS

HR Scorecard measures the HR functions effectiveness and efficiency in producing employee behaviors needed to achieve the company strategic goals. The HR Scorecard is a concise measurement system.

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THE HR MANAGERS PROFICENCIES.

HR Manager today is challenging and requires several proficiencies. 1. HR Proficiencies -represent traditional knowledge and skills in areas such as employee selection, training and compensation. 2. Business proficiencies -reflect human resource professionals new strategic role. 3. Leadership proficiencies- HR Manger also require leadership proficiencies i.e. ability to work and lead management group and to drive the changes required. 4. Leaning proficiencies Finally needs learning proficiencies because competitive landscape is changing so quickly and new technologies are being continually introduced.

11. CONCLUSION
Traditionally human resource management (HRM) has had a people-oriented

approach. However today, when the competitive demands of the marketplace require a reorientation of strategic human resource philosophies and practices, an emphasis are being given to a knowledge-based administration using technology as a tool.

HR professionals need to step up to the various challenges.

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 Dont just preach the benefits of continuous learning to your employees. Be

continuous learners. Be at the forefront of the latest trends and requirements and react to them quickly. What are the metrics that you can develop that prove to the business the impact

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