Hello, I am interested in knowing the changing role in Human resource management.Can anyone please guide me in it. Thanks and Regards Ruchira
From India, Mumbai
From India, Mumbai
Dear Ruchi baby,
Challenging role in HR is to prove that is HR is not cost center but to prove that its profit center for the company you work for.
You have to generate revenue rather than saving revenue and improve productivity and effeciency.
Partho
From Saudi Arabia
4Challenging role in HR is to prove that is HR is not cost center but to prove that its profit center for the company you work for.
You have to generate revenue rather than saving revenue and improve productivity and effeciency.
Partho
From Saudi Arabia
Ruchi,
The way I see things basically HR professionals in any organisation have a two fold role (a) transactional (b) transformational. Transactional HRM is related to what were historically called personnel functions like managing leaves, monitoring travel advances, salary fixation. Transformational HRM is the strategic part of HRM where the HR manager deep dives into the strategy as well as business ecosystem of the organisation, assesses the sort and size of manpower required, competencies and learning and development programmes as well as retention strategies.
Transactional HR can and is now being handled by ERP and could also be outsourced (depending on the RoI) but transformational HR requires the HR manager to have a deep understanding of the business first. No longer can we have this function divorced from mainstream business.
I see the transformational role assuming more importance during the current recession as well as during and after the upturn. The HR manager will have to examine how to optimise costs without upsetting and losing vital talent- a delicate job indeed.
Hope that gives a perspective to your query
Dr shiv Dhawan (
)
From India, New Delhi
The way I see things basically HR professionals in any organisation have a two fold role (a) transactional (b) transformational. Transactional HRM is related to what were historically called personnel functions like managing leaves, monitoring travel advances, salary fixation. Transformational HRM is the strategic part of HRM where the HR manager deep dives into the strategy as well as business ecosystem of the organisation, assesses the sort and size of manpower required, competencies and learning and development programmes as well as retention strategies.
Transactional HR can and is now being handled by ERP and could also be outsourced (depending on the RoI) but transformational HR requires the HR manager to have a deep understanding of the business first. No longer can we have this function divorced from mainstream business.
I see the transformational role assuming more importance during the current recession as well as during and after the upturn. The HR manager will have to examine how to optimise costs without upsetting and losing vital talent- a delicate job indeed.
Hope that gives a perspective to your query
Dr shiv Dhawan (
From India, New Delhi
Hi Partho...
Infact you have taken the question to a different level...
Anyways the challenging aspect you were talking about would actually benefit every HR person but not just by letting know the challenge but also if you can throw some light on how to go about it....
As u said that to prove HR as profit center in a company... Have u followed any new practices to achieve it. Would you be able to suggest everyone especially all the new HRs where they could have a metric driven perception in the start of their career?
All these challenges are good on paper and meetings but, to make it practical is a real challenge. I have succeeded in quite a few aspects but would like to know how you have achieved it
It would be kind of you if you could also put in your ideas on generating revenue in HR as you said.
Looking forward to your inputs
Naveen
HR - Exec.
From India, Hyderabad
Infact you have taken the question to a different level...
Anyways the challenging aspect you were talking about would actually benefit every HR person but not just by letting know the challenge but also if you can throw some light on how to go about it....
As u said that to prove HR as profit center in a company... Have u followed any new practices to achieve it. Would you be able to suggest everyone especially all the new HRs where they could have a metric driven perception in the start of their career?
All these challenges are good on paper and meetings but, to make it practical is a real challenge. I have succeeded in quite a few aspects but would like to know how you have achieved it
It would be kind of you if you could also put in your ideas on generating revenue in HR as you said.
Looking forward to your inputs
Naveen
HR - Exec.
From India, Hyderabad
Naveen
My posting had some ofthe answers to your queries. The only way of showing HR to be a profit centre is to automate and/or outsource all transactional HR and make it process driven. The HR staffing can be reduced to that extent and only the bare minimum needed for transformational HR retained.
rgds
Shiv Dhawan
From India, New Delhi
My posting had some ofthe answers to your queries. The only way of showing HR to be a profit centre is to automate and/or outsource all transactional HR and make it process driven. The HR staffing can be reduced to that extent and only the bare minimum needed for transformational HR retained.
rgds
Shiv Dhawan
From India, New Delhi
Hi Partho,
Thanks for your reply...i completely agree that the role of Hr has become more of challenging but i wanted to know the changes which has taken place in HRM with regards to the change in policy if u could support with some example of a company which went under a change in policy after its establishment to globalization and now in the recession period....
Regards
Ruchira
From India, Mumbai
Thanks for your reply...i completely agree that the role of Hr has become more of challenging but i wanted to know the changes which has taken place in HRM with regards to the change in policy if u could support with some example of a company which went under a change in policy after its establishment to globalization and now in the recession period....
Regards
Ruchira
From India, Mumbai
Dear Naveen and Ruchi,
First, I express my gratitude to Mr.Badlooser for this subject and advise to me because this is his idea, he has guided me to explain this approach which was different from conventional HR approach to follow market practices. According to him:
If you see this as an opportunity with theoretical HR perspective as bookish HR Initiatives and interventions that will remain academic interest only and have no practical impact on your business health therefore it may not worth saying a challenging HR because we are joining same bandwagon who follow identical practices across industry.
But we need to think differently and very much practical that will be typical solution provider and value addition to the business model.
We first have to understand the business process and role of HR in the revenue generation process in the business as one of the vertical business line.
Then, we have do the SWOT analysis to prepare HR agenda and set targets, for example mostly we forget to take HRM measures that generates revenue by improving the efficiency and quality of workforce.
The standard or quality and efficiency of workforce definitely make business work and by improving these Human Capital we can increase revenue.
This increase can be measured in per employee revenue generation ratio and removing redundancies and cumbersome system that is not worth. For this you need to conduct activity analysis and process mapping. By this method you may arrive at one best model of restructuring with appropriate Human Capital Management model which will be more efficient and effective.
Kind Regards,
Partho
From Saudi Arabia
First, I express my gratitude to Mr.Badlooser for this subject and advise to me because this is his idea, he has guided me to explain this approach which was different from conventional HR approach to follow market practices. According to him:
If you see this as an opportunity with theoretical HR perspective as bookish HR Initiatives and interventions that will remain academic interest only and have no practical impact on your business health therefore it may not worth saying a challenging HR because we are joining same bandwagon who follow identical practices across industry.
But we need to think differently and very much practical that will be typical solution provider and value addition to the business model.
We first have to understand the business process and role of HR in the revenue generation process in the business as one of the vertical business line.
Then, we have do the SWOT analysis to prepare HR agenda and set targets, for example mostly we forget to take HRM measures that generates revenue by improving the efficiency and quality of workforce.
The standard or quality and efficiency of workforce definitely make business work and by improving these Human Capital we can increase revenue.
This increase can be measured in per employee revenue generation ratio and removing redundancies and cumbersome system that is not worth. For this you need to conduct activity analysis and process mapping. By this method you may arrive at one best model of restructuring with appropriate Human Capital Management model which will be more efficient and effective.
Kind Regards,
Partho
From Saudi Arabia
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