framework on corporate governance, hate HR, HR, Love HR

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
IIM ROHTAK 3/19/2012

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” 
IIM ROHTAK 3/19/2012

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
IIM ROHTAK 3/19/2012

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

11. + 11
Thank you 
IIM ROHTAK 3/19/2012