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Dear CiteHRites,
With pleasure I am uploading my presentation on 'Latest Trends in HR' that I made for my Regional HR Manager who was invited at IIM Kolkata for a lecture.
Please go through the slides.
Keeping my view of the students and my Manager I have segregated the study as - The change/ shift, the present trends and expectation from the new joiners.
For any query or clarification on any point feel free to ask me in the thread.
Wish you all best in life!
From India, Calcutta
With pleasure I am uploading my presentation on 'Latest Trends in HR' that I made for my Regional HR Manager who was invited at IIM Kolkata for a lecture.
Please go through the slides.
Keeping my view of the students and my Manager I have segregated the study as - The change/ shift, the present trends and expectation from the new joiners.
For any query or clarification on any point feel free to ask me in the thread.
Wish you all best in life!
From India, Calcutta
Dear Arijit, Nice presentation. I would just like to add about the current trend which are as below: — 1.Business Partnering 2.Employer Branding 3.Knowledge Management
From India, Mumbai
From India, Mumbai
HI Arijit, I am in facebook yet i access it very rarely. you can send me mesage in citehr and also you can add me in linkedin.
From India, Mumbai
From India, Mumbai
Hi Arijit
Very good peresentataion. i would like to share One HR trend that HR should be "BUSINESS ACUMEN" in this contemporary trend .
Skills of Business Acumen - Strategic partner
- Financial knowledge
- Knowledge on business, market orientation
- Developing management processes & systems
- Leadership & management skills.
This is about how an HR person could make & help in business decisions and contribute in achieveing business goals.
Regards,
Sekhar
From India, Chandra
Very good peresentataion. i would like to share One HR trend that HR should be "BUSINESS ACUMEN" in this contemporary trend .
Skills of Business Acumen - Strategic partner
- Financial knowledge
- Knowledge on business, market orientation
- Developing management processes & systems
- Leadership & management skills.
This is about how an HR person could make & help in business decisions and contribute in achieveing business goals.
Regards,
Sekhar
From India, Chandra
The presentation is very good one. It is good in the sense that it will give an idea as to what transformation has happened to HR from the old Personnel Management. But at the same time, being a member of citehr.com who used to go through posts by different new generation HR persons thoroughly, I could understand that the old Policing type of HR is still present in companies even though we say that HR has become very employee friendly. In a very recent post I saw the plight of one employee of an MNC who has been harassed by the previous employer despite that fact that he had a very smooth handing over and legal relieving. The employee was asked to go by the new company saying that “we don’t want to be part of any legal complications” That is also new HR.
The case of private sector banks (new generation or next generation banks), small and medium sized IT companies, BPOs, Call centres etc wherein highly educated people work both in operations and non operations including HR department, the situation is not good. With lots of ego clashes between departments and finally ending up with blow on HR and HR ending up with “compromise” is the story today. Therefore, with changes in the professional environments, I have not noticed any real change. The training takes place just for achieving targets, so long as attrition is there recruitment will lead the role of HR, so long as employees are employable, attrition will be a fact, so long as the top management is greedy of making handful of profits non compliance of statutory things will tie the hands of HR and so long as there is no alternative available the HR will compromise!!
Even in the past the psychological assessment, reengineering and other noel techniques were put to use. But it was done within the organisation and by the HR team. Now it has been taken over by specialized teams or consultants. Now a days the process of retrenchment is also outsourced to some HR agency who will do the formalities (Formalities will not include the procedures as is required under the Industrial Disputes Act ) in a way that the employee sent out will not make it as an industrial dispute. That role of HR is also a strategic role which we should highlight when we talk about changing roles of HR.
One thing I do not agree with Biswas is that we have not yet changed to solve the causes of problems but have just understood how to kill it from the root so that problems will not arise in future and we can work without hassles. We should be more practical in approach than what we have studied from universities
Regards,
Madhu.T.K
From India, Kannur
The case of private sector banks (new generation or next generation banks), small and medium sized IT companies, BPOs, Call centres etc wherein highly educated people work both in operations and non operations including HR department, the situation is not good. With lots of ego clashes between departments and finally ending up with blow on HR and HR ending up with “compromise” is the story today. Therefore, with changes in the professional environments, I have not noticed any real change. The training takes place just for achieving targets, so long as attrition is there recruitment will lead the role of HR, so long as employees are employable, attrition will be a fact, so long as the top management is greedy of making handful of profits non compliance of statutory things will tie the hands of HR and so long as there is no alternative available the HR will compromise!!
Even in the past the psychological assessment, reengineering and other noel techniques were put to use. But it was done within the organisation and by the HR team. Now it has been taken over by specialized teams or consultants. Now a days the process of retrenchment is also outsourced to some HR agency who will do the formalities (Formalities will not include the procedures as is required under the Industrial Disputes Act ) in a way that the employee sent out will not make it as an industrial dispute. That role of HR is also a strategic role which we should highlight when we talk about changing roles of HR.
One thing I do not agree with Biswas is that we have not yet changed to solve the causes of problems but have just understood how to kill it from the root so that problems will not arise in future and we can work without hassles. We should be more practical in approach than what we have studied from universities
Regards,
Madhu.T.K
From India, Kannur
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#Listed In: hr department City-India-Calcutta non compliance hr agency industrial disputes role of hr industrial disputes act psychological assessment trends in hr new company top management iim kolkata it companies employee friendly Country-India
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