a new madate for hr function

8/11/2019 A New Madate for Hr Function

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A NEW MANDATE FORTHE HUMAN RESOURCE FUNCTION

DR WILFRED MONTEIRO

www.synergymangager .ne t

MUMBAI - INDIA


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The willingness evenenthusiasm to change

EVERYTHING combined withro-copyrightallrightsreserved

e w s om o un ers an w a

must NEVER be changed.


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What employee engagement means

Creating a climate where people arecommittedto the

companys success. Where they value, believe in and enjoy

the work they do to help the company be successful.


An engaged person brings creativity, passion and energy to the

job; they proactively drive change, deliver business results

and infect others with their enthusiasm. They are achieving

theirfull potential.


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Engaged Employees

30% (Engaged)


ot ngage

16% (Actively disengaged)


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The Future arrived when weThe Future arrived when we

werent looking, so were stillwerent looking, so were still


,,

programs that dont fit theprograms that dont fit the

worlds new realities.worlds new realities.

Peter DruckerPeter Drucker


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Changing Workforce Trends

Doers differ from thinkers

Assets are things

Doers must be thinkers

Assets are people

ToToFromFrom


Labour is an expense

Lifetime employment

Top-down control

Localized work

Measure for results

Lifetime employability

Decentralized decisions

Decentralized Work

Measure for improvements

Source : Pfeffer (1994)


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CHANGING PSYCHOLOGY OF WORKER

Traditional Employees

Demand long-term job security

as a driver of commitment

Believe employers are

responsible for career growthAre less satisfied with their jobs

Emerging Employees

Reject security

Take personal responsibility for

career growth


Believe changing jobs often is

bad for career growth

Define loyalty, as tenure

Believe frequent job changesare part of Career growth

View work as an opportunity for

income

re more sa s e w e r o s

hopping

Define loyalty as

accomplishment

View work as a chance to grow


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CHANGING PSYCHOLOGY OF WORKER

Traditional Employees

Demand long-term job security

as a driver of commitment

Believe employers are

responsible for career growthAre less satisfied with their jobs

Emerging Employees

Reject security

Take personal responsibility forcareer growth


Believe changing jobs often is

bad for career growth

Define loyalty, as tenure

Believe frequent job changesare part of Career growth

View work as an opportunity for

income

Are more satisfied with their jobs

hopping

Define loyalty as

accomplishment

View work as a chance to grow


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THE CHALLENGES OF HR

To widen focus from an Administrative Role to amore broader Strategic Role.

To demonstrate exactly how they Create Value fortheir Organization.

New Realities require a new managerial focus onro-copyrightallrightsreserved

.

New focus on people and strategy requires a newapproach to measuring performance.

Effective people management and people

measurement systems need to be co-developed. Firms that do a better job implementing strategy and

measuring results consistently outperform theirpeers.


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THE NEW HRD ROLES

1. OPERATIONALY RE ACTIVE


.

3. STRATEGICALLY REACTIVE

4. STRATEGICALLY PROACTIVE


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STRATEGIC

H R M

LINE MANAGERS


OPERATIONAL

H R M

n


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PROCESSES IN KNOWLEDGE

MANAGEMENT

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If you have any questions at

all please do not hesitate to

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sen a no e or ca .

My email address is:

[email protected]


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Dr WILFRED MONTEIRO

is a nationally acclaimed stalwart in the field of

business management with an illustrious career

spanning over 25 years

He is a consultant and advisor to Board of Directors

of leading companies & Chambers of Commerce;

a management trainer of high repute who hasro

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in areas of business strategy, marketing &

organization development.

a Visiting Professor to premier management

institutes and staff training colleges throughout

India.

website: www.synergymanager.net15

If you have any questions at all please do not hesitate to send a note or call.

My email address is: [email protected]


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Dr WILFRED MONTEIROplease view the blogspots I have developed for my participant ongoing learning

http://wilfredmonteiro.blogspot.in/

http://negotiating-wizard.blogspot.in

http://salescoach-india.blogspot.in

http://the-sales-champ.blogspot.in

http://salesforce-excellence.blogspot.in

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website: www.synergymanager.net16

p: s ra eg c-se ng. ogspo . n

http://hrm-excellence.blogspot.in

http://personal-growth-guru.blogspot.in

http://thegreatmanager.blogspot.in

http://leadership-by-values.blogspot.in

http://therightetiquette.blogspot.in


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CONTACT US

Dr Wilfred MonteiroTELE : 91 22 9819843927

EMAIL: [email protected]

website:

www.synergymanager.net

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SYNERGY MANAGEMENT ASSOCIATESsin ce 1993

HR Systems Design

Pol icy Deployment

Talent Management in nov at ions

Best Pract ices enablement

Competency based HRM

H R Systems Metr ics & Aud it

a new madate for hr function

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