Emerging Challenges In HR

Presentation at Iobm ( CBM )

Tariq Saeed HR Consultant & Strategic Alliance Partner Talent Edge Consultants Pvt Ltd

HRM Challenges
Environmental Cultural Organizational Individual
Environment & Culture
Organization Individual

Key HR Challenges-Environmental
Rapid change Workforce diversity Globalization Technology explosion Legislation Evolving work and family roles Skill Shortages Rise of the service sector

Key HR Challenges : Cultural

Basic assumptions and beliefs shared by members of an organization
Rules, norms
Behaviors
Philosophy

Dominant values
Feeling or climate

Key HR Challenges : Organizational

Cost Quality, distinctive capabilities Decentralization Downsizing Organizational restructuring Self-managed work teams Small business growth Technology Outsourcing

Key HR Challenges : Individual

Matching people and organizations Ethical dilemmas Social responsibility Productivity Empowerment Brain drain Job insecurity

Todays Market Says

Work where your mind & heart belongs

Creating such climate is challenge for HR

HR Back office to Board office

The present days business is associated with the strategy which is taught, studied & discussed on short & long term planning.
Thus HR has no longer been an operational function but a Strategic function.

HR has the challenge to design HR strategies which can match Business Strategies

Selecting HR Strategies
Fit with organizational strategies Fit with environment Fit with organizational characteristics Fit with organizational capabilities Choosing Consistent and Appropriate HR Tactics to implement HR Strategies

Employees as an Intellectual Asset

Intellectual assets can be defined as sum total of skills, knowledge & competencies that an organization possess and channalises for constructive purposes
HR has the challenge to develop such intellectual potential in the company and keep them away from frustration.
In short Employee Engagement is a challenge.

Career Planning
In general it is the desire of everybody to go up & grow. Once the aspirations and desires of employees are taken care of, the organizations can grow to higher level of efficiency and productivity.

Thus a career is more than just the job or sequence of jobs a person holds over a lifetime.

It is individually perceived sequence of attitudes & behaviors associated with workrelated experiences & activities over a persons life.

Conflicts Management
Survival of the Fittest This slogan has created a stiff competition among the companies as well as among the employees working in the same department. All intellectual assets are trying their best to prove themselves to stay in the flow. Sometimes it may create rivalry & resolving such conflicts becomes a challenge for HR

Workplace Diversity
Workplace Diversity includes employees with different age, gender, educational background, geographic location, income, religious beliefs, work experience etc.. HR Manager needs to be mindful & may employ a Think Global, Act Local approach. A HR Manager needs to change from an ethnocentric ( our way is the best way) to a culturally relative perspective (lets take the best of a variety of ways)

How To Manage Diversity

Diversity Mentoring Program Encourage employees to move beyond their own cultural frame of reference to recognize & take full advantage of the productivity potential inherent in a diverse population Organizing Talents Strategically Consider how a diverse workforce can enable the company to attain new market & other organizational goals in order to harness the full potential of workforce diversity Leading The Talk Show respect for diversity issues & promote clear & positive response in ethical & responsible manner.

Leadership Development
Leaders are confident there is always something higher to achieve, a new level of excellence to attain. HR has to take initiative to develop the leadership, identify the people, track the talent & develop.

Leadership Development
Understand styles of leadership

Display appropriate leadership

Demonstrate leadership at all levels of performance team, individual, unit or organization

Knowledge Transfer
In todays fast-paced life, the wins usually go to those with exceptional skills and abilities which can be acquired by sharing of knowledge.
Therefore HR has to create the forums, platforms for knowledge transfer from senior employees to junior employees

Business Knowledge
HR must understand

Internal / external customers

Key business disciplines

Business structure, vision, values, goals, strategies, finances Competitors, products, technology and sources of competitive advantage

Employee Expectations
Career Growth Plan Working Environment Involvement in decision Making Responsibility with authority Sense of identity & importance Compensation

Flexible Work Structure

HR has the challenge to: To recruit the multi skilled manpower. To retain and develop the multi-skilled manpower. To implement various HR policies like job rotation to retain the multi skilled manpower.

Organizational Life Expectancy

Lot of Mergers & Acquisitions are happening Organizational life expectancy is depend upon the success of business May be short or long How to cope emerging challenges to sustain in both ways Cross Cultural Issues

Creativity & Innovation

Creativity & Innovation is the critical issue. How to make the people creative and more innovative HR has to play a major role to create such programme.

HR Competency Model
Strategic Partner
- understands culture

Leader
analytical, strategic, creative thinking, and knows business systems

- knows mission

Change Consultant
O.D., marketing & teaming

Technical Expert
- Knowledge HR law & policies, work-life, info. technology

Employee Champion
- develop relationships - promotes diversity

Impacts on Current Technical Expertise

Brain Drain Future exodus Lack of training and development opportunities Lack of attention to or focus on the basics

Addressing Technical Competency Challenge

Training / re-training Job Rotations Customer focus Develop competency-based systems for selection, training, and performance management

HR Imperatives - Delivering on the New Roles

and Competencies HR must become more customer-focused and results-oriented. HR must be creative and drivers of positive change. HR needs to be mission driven and aligned with key organizational goals.

HR Imperatives - Delivering on the New Roles and Competencies

HR must embrace new automated technologies to aid in service delivery and workforce analysis. HR must be managed like a business regarding return on investment and cost-benefits analysis. HR organizations must invest in the continual development of their people.

Whats next?
Align to agency mission and vision: HR programs and policies HR service commitments and delivery systems HR position descriptions and performance plans HR individual development plans HR training and development HR awards and recognition HR measures/metrics

Whats next?
Competency Training and Certification/ Credential programs
enhance image sense of pride and stature new skills provide a foundation consistent service delivery expectations

Thank you!

THE HR Environment
Technology and Organizational Structure Worker values and Attitudinal Trends Management Trends Demographic Trends Trends in Utilization of Human Resources International Developments Labor Relations and Collective Bargaining Equal Employee Opportunity & legal Compliance Employees Relations & Compensation

Technology and Organizational Structure

Broad influences of Technology Influences of HRIS Redeployment of HR Staff to Operating Units New Organizational Structures Unbundled Corporations Net work Organizations or Virtual Organizations Respondent Organizations Stimulus for Entrepreneurial Businesses

Workers Value & Attitudinal Trends

Work Ethics , strong in USA, Europe & Japan . Weak in developing countries like Pakistan . Attitude of workers towards their Employers, levels of loyalty declined. Growth of cynicism in workforce due to focus on bottom line School graduates entering jobs value extrinsic values while recently hired employees value intrinsic aspects After lengthy socialization in work place values change from intrinsic to extrinsic .

Work values : 1. job interest , 2.achievement 3. advancement ,4.contribution

THE Management Trends

Management of Diversity Work Teams Virtual Teams Human Resource Outsourcing Open Book Management Total Quality Management Integrated Manufacturing Re-engineering Management of Professionals Manufacturing in the Aftermath of Mergers & Acquisitions

Demographic Trends
An Aging work force in USA, Europe / younger workforce in Pakistan The Boomer Age Bulge / High unemployment of Pakistani workforce Labor Shortages / Shortage of high quality HR Changing Occupational Distribution for Women Dual Career Couples Greater Racial Diversity / Migrating Workforce

Trends in The Utilization of HR

Telecommuting / working from home base Relocation of Work , IT Workers migrate from cities to small towns / rural areas Growing use of Temporary and Contingent Workers Factors prompting use of Temporary or Contingent Employees Factors Limiting the use of Temporary or Contingent Employees Employee Leasing

International Developments
Global Competition Global Sourcing of Labor European Community Other Regional Markets

Labor Relations and Collective Bargaining

Unions & unionization influences Bargaining in good faith on mandatory issues Union corruptions and lack of democratic process Employees not covered , supervisors , servants , indep contractors , government workers Employment Practices

Equal Employee Opportunity & legal Compliance

Internet and the e-mail Sexual Harassment Office Romances Disability Discrimination Pre-post Natal / pregnancy leave Changing sexual & religious orientations

Employee Relations & Compensation

Negligent Hiring Employment At Will Drugs and Testing Wages & Benefits Healthcare Benefits