Challenges to HR

Emerging
Challenges To HR

Vinod Bidwaik
http://vinodtbidwaik.blogspot.com

“The Future arrived when we weren’t
looking, so we’re still dealing with
issues, ideas and programs that don’t fit
the world’s new realities.”

Source: Peter Drucker

“This business game is all about
winning. The team that wins is the
team with the best players. Your job is
to field the best players.”

 Jack Welch, Former CEO General
Electric Corporation

The Essential Question???

How can HR professionals
produce significant value
and deliver results???

Framework of HR Competencies

Competencies Activities Business Results

Organizational Capability
“ Organizational Capability is a
business’s ability to establish internal
structures and processes that influence its
members to create organization-specific
competencies and thus enable the
business to adapt to changing customer
and strategic needs”.
D. Ulrich & D. Lake (1990)
“Organizational Capability”

HRM Challenges
 Environmental
Environment & Culture
 Cultural
 Organizational Organization
 Individual
Individual

Key HR Challenges-Environmental
 Rapid change
 Workforce diversity
 Globalization
 Technology explosion
 Legislation
 Evolving work and family roles
 Skill Shortages
 Rise of the service sector

Key HR Challenges : Cultural
Basic assumptions and beliefs shared by
members of an organization…
• Rules, norms
• Behaviors
• Philosophy
• Dominant values
• Feeling or climate

Key HR Challenges : Organizational

 Cost
 Quality, distinctive capabilities
 Decentralization
 Downsizing
 Organizational restructuring
 Self-managed work teams
 Small business growth
 Technology
 Outsourcing

Key HR Challenges : Individual
 Matching people and organizations
 Ethical dilemmas
 Social responsibility
 Productivity
 Empowerment
 Brain drain
 Job insecurity

Today’s Market Says

“Work where your mind & heart belongs”

Creating such climate is challenge for HR

HR Back office to Board office

The present days business is associated with
the strategy which is taught, studied &
discussed on short & long term planning.

Thus HR has no longer been an operational
function but a Strategic function.

“HR has the challenge to design
HR strategies which can match
Business Strategies”

Selecting HR Strategies

 Fit with organizational strategies
 Fit with environment
 Fit with organizational characteristics
 Fit with organizational capabilities
 Choosing Consistent and Appropriate HR Tactics
to implement HR Strategies

Employees as an Intellectual Asset
Intellectual assets can be defined as sum total of skills,
knowledge & competencies that an organization
possess and channalises for constructive purposes”

HR has the challenge to develop such intellectual
potential in the company and keep them away from
frustration.
“In short Employee Engagement is a challenge.”

Career Planning

In general it is the desire of everybody to
go up & grow.
Once the aspirations and desires of
employees are taken care of, the
organizations can grow to higher level of
efficiency and productivity.

•Thus a career is more than just the job or
sequence of jobs a person holds over a lifetime.

It is individually perceived sequence of
attitudes & behaviors associated with work-
related experiences & activities over a person’s
life.

Conflicts Management
“ Survival of the Fittest”
This slogan has created a stiff competition among the
companies as well as among the employees working
in the same department.
All intellectual assets are trying their best to prove
themselves to stay in the flow.
Sometimes it may create rivalry &
resolving such conflicts becomes a challenge for HR

Workplace Diversity
 Workplace Diversity includes employees with
different age, gender, educational background,
geographic location, income, religious beliefs, work
experience etc..
 HR Manager needs to be mindful & may employ a “
Think Global, Act Local” approach.

 A HR Manager needs to change from an ethnocentric
(“ our way is the best way”) to a culturally relative
perspective (“let’s take the best of a variety of
ways”)

How To Manage Diversity
 Diversity Mentoring Program – Encourage employees
to move beyond their own cultural frame of reference
to recognize & take full advantage of the productivity
potential inherent in a diverse population
 Organizing Talents Strategically – Consider how a
diverse workforce can enable the company to attain
new market & other organizational goals in order to
harness the full potential of workforce diversity
 Leading The Talk – Show respect for diversity issues
& promote clear & positive response in ethical &
responsible manner.

Leadership Development

 Leaders are confident there is always something
higher to achieve, a new level of excellence to
attain.
 HR has to take initiative to develop the leadership,
identify the people, track the talent & develop.

Leadership Development

 Understand styles of leadership

 Display appropriate leadership

 Demonstrate leadership at all levels of
performance – team, individual, unit or
organization

Knowledge Transfer
 In today’s fast-paced life, the wins usually go to
those with exceptional skills and abilities which can
be acquired by sharing of knowledge.

 Therefore HR has to create the forums, platforms
for knowledge transfer from senior employees to
junior employees

Business Knowledge
HR must understand…

 Internal / external customers

 Key business disciplines

 Business structure, vision, values,
goals, strategies, finances

 Competitors, products, technology
and sources of competitive advantage

Employee Expectations
 Career Growth Plan
 Working Environment
 Involvement in decision Making
 Responsibility with authority
 Sense of identity & importance
 Compensation

Flexible Work Structure
HR has the challenge to: -
 To recruit the multi skilled manpower.
 To retain and develop the multi-skilled manpower.
 To implement various HR policies like job rotation
to retain the multi skilled manpower.

Organizational Life Expectancy

 Lot of Mergers & Acquisitions are happening
 Organizational life expectancy is depend upon the
success of business
 May be short or long
 How to cope emerging challenges to sustain in both
ways
 Cross –Cultural Issues

Creativity & Innovation
 Creativity & Innovation is the critical issue.
 How to make the people creative and more
innovative
 HR has to play a major role to create such
programme.

Challenges to HR

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