1. +
From Hating Hr to Loving HR
Group no – 16
Section- B
3/19/2012 IIM ROHTAK
2. + 2
“If you are an ambitious young thing
newly graduated from a top college
or B-school with your eye on a
rewarding career in business, your
first instinct is not to join the Human-
Resources dance.”
That’s sadly true
IIM ROHTAK 3/19/2012
3. + 3
The essence of HR is to
Understand the objectives and goals of an organization
Then recruit/retain the right talent
And design/deliver the right incentives so the talent can
achieve the goals.
IIM ROHTAK 3/19/2012
4. + 4
Human Resource -The Difference in
Perception
HR Manager Employees
Bombastic in words & Actions
We are change agents
He is clueless what we want. It’s not tune
We balance contrasting traits: both with our requirement
disciplining and nurturing organization
HR interventions are purposeless ..be it
We prepare organization for future and b’day cakes or greetings
intervene only when strictly necessary
HR first caters to itself then think about
We present employees views to employees
manage
HR has no people connect one meets
We invest in people to deliver the best them when join or quit
results
HR people need to develop trust.
No Credit when business is good , blamed
when chips are down
IIM ROHTAK 3/19/2012
5. + 5
( Although HR has taken measures to address many of
these concerns, the perceptions still persist )
People are your most valuable resource.
"Take our 20 best people
15 ~30 % of
away, and I will tell you
total company
that Microsoft would
value can be
become an unimportant
attributed to
company”
the quality of
HR practices
-Bill Gates
HR affects the bottom line. Although most
organizational leaders publicly state that people are
their most valuable assets, many are reluctant to invest
IIM ROHTAK 3/19/2012
in HR.
6. + Explaining
6
Not Paid
the bad
enough ?
every time.
Finding the
Job
exact
Allocation ?
Candidate
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7. + 7
Teaches the soft skills
Believes in employees as
unique individuals.
Giving feedback in absence of
perfect performance tool.
HR helps document.
HR is not for the faint at heart
IIM ROHTAK 3/19/2012
8. + 8
HR
Hr’s role should be that of an
ombudsman.
“competency skill matrix” (part of
hiring, training , appraisals etc.)
We now call it “ What it takes to get the
job done chart”
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9. + 9
Change in HR to increase
Organizational Value
Paradigm Shift – A personal HR mission
- Hire competent & committed people
- treat well
- committed to vision, values & goals
Paradigm Shift 2 – Consultant model to Partner Model
The consultancy Model
Knowledge Of Process
Analytical
Negotiation
Communication
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10. + 10
Cont…
Partnership Model
Define customers
Problem is common – bring special knowledge to solve the
problem
Accountable for the outcome- how much the action contribute
to organization.
Paradigm shift 3- From exploiting to Nurture
Successful companies nurture their human resource
IIM ROHTAK 3/19/2012
Every business relies on people to get things done, and the skill and efficiency with which they perform determines, in large part, success or failure. In a business environment where return on investment is uncertain, investment in HR routinely pays large dividends. ” HR is the key to attracting and retaining your most valuable resource.
Who else can you go to when you KNOW you’re not being paid enough? How would you like the stress of knowing that the president of the company will call you EVERY time something bad happens?HR figures out which job candidate to search for and what that person should be paid based upon job descriptions like, "Functional Area Expert: Who else is going to look through 500 or 1,000 resumes to find exactly the right candidate for the job?
tell them how to listen, how to be nice or how to show empathy. That’s where HR comes in. It’s to encourage open communication. Documenting- This cuts down on the risk of something getting out of hand, or someone being treated unfairly or discriminated against. They do all the dirty work and get all the crazy stories under their belt early on. Believe me, they face employees with weapons, have been cursed at, spit at, yelled at, cried to, you name it. After all Its highly complex to deal with human emotions. They have so many stories They could never even share in print. Who else wants to take this on? Raise your hand…. nope, didn’t think so. 2. Few do it well because…. 1. It’s hard work!
HR should be clear about his role. The problem starts when HR either becomes management driven and the employee do not trust it . Or when HR becomes too employee centric and organization begin to distrust it.Some employees don’t comprehend
In conclusion , I am confident that , with a shift from consultant model to the partnership model and with a shit in business thinking from exploiting resources to nurturing resources, the relevance of HR would become obvious and valued. . . .And we can say , “ Now I love HR “