Dear All,
This is to update you on HR meet held on 7th June 2008 in Pune by TEAMHRPUNE. Total 17 members were present for discussion – Ranjeeta Nanada, Kamaljit Kaur, Col. Kulkarni, Vaibhav Jadhav, Sharad Shinde Patil, Hemant Telang, Jignesh Makwanan, Col. Chaddha, Niloy Bakshi, Aditya Pandey, Shweta Roy Chaudhary, Sneha Serrao, Ajay Venkatesh, Tikam, Pranjali, Seema Sheikh and Priyanka Upasani.
The discussion covered various important issues pertaining to field of HR and business. Please find enclosed document which has all the points of discussion compiled in it.
A special thank you to Col Kulkarni who offered his premises for the meet. We would like to appreciate the fact that Ms. Sneha Serrao and Mr. Ajay Venkatesh came down from Mumbai to attend the meet.
We will shortly inform you about the next meet.
Apologies for not updating earlier as had other commitments.
Thanks and Regards,
Priyanka Upasani - 9850750998
Seema Sheikh - 9890075868
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Topic: Latest Trends in HR
The topic was introduced with need for New Trends in HR which is to solve business critical problems / Issues. Globalization coupled with mounting attrition has resulted into need to attract, retain and engage the human capital by creating innovative HR Practices / Processes. The forum was floated open for discussion.
Discussion covered following aspects:
· As the competition for Talent is on the rise, there is a need to develop a Talent Strategy. Many organizations have invested into developing in house Talent. Leadership Development has come up as a focal point.
· Establishing Competency Structure which is common for entire organization. This competency structure needs to be taken as a base for all HR processes like Recruitment, PMS. Such a structure will go a long way in ensuring the right fit.
· There is a necessity of transparency in policies / strategies of management. Communication has become a key to develop trust between management and employees. HR needs to facilitate such communication.
· Increase in employee utilization by offering cross functional skills. This can also be done by designing a role that best suits the skills possessed by the employee.
· Managing employee’s aspirations by keeping organization’s goals in mind has become a critical part of Career Development.
· New concepts in recruitment like Competency Based interviews, identifying Cultural fit, Skill Mapping (experience is not a yardstick anymore)
· Concerns like work life balance and stress levels of employees has to be dealt with sensitivity by offering flexi timings, counseling services etc.
· The scope of HR Policies has gone beyond the employees which involves their families also in various initiatives.
· Potential development with the help of Assessment Centers and training for skill gaps.
· Job rotations at Senior Levels.
· Tangible as well as intangible benefits / rewards and recognition.
· Ways to improve recognition of HR in the eyes of management and employees. This is a concern as the results of HR’s functions cannot be quantified. Need for a Quantitative Performance monitoring mechanism for HR.
· Improving employability of Campus Graduates – need for industry – institute interaction.
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