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.
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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)
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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
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,,
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
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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
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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
ro-copyrightallrightsreserved
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
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.
3. STRATEGICALLY REACTIVE
4. STRATEGICALLY PROACTIVE
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STRATEGIC
H R M
LINE MANAGERS
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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:
wm@synergymanager.net
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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: wm@synergymanager.net
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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: wm@synergymanager.net
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
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