HR @ HEART OF THE BUSINESS

Vision
“To Improve productivity and efficiency of all employees in the
company through HR incentives.”

Ask Theory of Success

Studies have shown that to achieve success for individual or
professional there is three important factors that contribute!
Attitude The way we look at things (45%)
Skills Ability to apply knowledge at best of our ability (33%)
Knowledge Relevant Information (22%)

Efficiency VS Effectiveness
Efficiency To do the right job.
Effectiveness Doing right job at right time
 Definition of HR

HRD in lay mans language means “A guidelines for people

management”, or “systematic approach for increasing organizational
effectiveness”, or “the path for creating learning organizations where
people are help to help themselves.”
 HRD AND HR

HRD means Human Resource Development

HR is a Function
HR function encompasses HRD and more. It goes beyond the
traditional Personnel Function
Its Proactive and change oriented
Traditional Personnel Function is more of maintenance function
with little growth focus
Modern HR function has HRD at its core
Acc. To Udai Pareek , HRD is its soul
The HR function consists of three main functions, viz. HR, IR,
HR- administration
In traditional HRD function manpower planning, recruitment and
placement have a limited place
HRD cannot be dealt with in isolation of HR and HR cannot be
dealt without HRD n the current global business scenario
 
EIGHT MYTHS ABOUT HRD
 HRD means training 

 HRD means Promotions

 HRD means fat salaries

 HRD means planning the careers of people

 HRD means rewards

 HRD means having good time

 HRD depends on the top management

 HRD is the job of the HRD department alone

 The HRD Reality
 
HRD means Learning
HRD means self development
HRD means creating conditions for others to develop and remain

motivated
HRD means creating new development tool and their use
HRD means more accountability
HRD means more initiative, team work and collaboration
HRD means trusting and trustworthiness and creation of a trusting
environment
HRD means autonomy and experimentation
HRD means Effort
HRD is Contextual
 
In sum, it means competence, commitment and culture building

at individual, dyad, team and organizational levels in the contexts

applicable to each organization.
 HRD for Organizational Effectiveness

A Schematic Presentation of Linkages between HRD Instruments, Processes,

Outcomes and Organizational Effectiveness.
HRD Mechanisms HRD Processes HRD Outcomes Organizational
effectiveness
HRD Department Role clarity More competent people
Higher productivity
Performance Planning of Better developed roles
appraisal development by every Growth & Diversification
employee More problem solving
Review Role analysis Performance Cost reduction
 Exercises Better utilization of
More trust human resources More profits
Training Job
Rotations Collaboration & Team Better generation of Better image
work internal resources
OD exercises Authenticity
Teamwork
Job- Enrichment Openness
 programs
Risk taking
Other Factors Include Other Factors include
Value generation
Personnel policies, top Environment, technology,
management styles, resource availability,
Increased
investments in HRD, top history, nature of
communication
management business, etc.
commitments, history,
previous culture, line
manager’s interest, etc.
 FUNCTIONS OF HR

PERSONNEL INDUSTRIAL RELATIONS

Payroll Management Relations with Employees Asso.

Personnel Record Relations with Employers Asso.
Statutory Compliance Grievances Handling
Welfare Court Cases
Statutory
Non- Statutory
Disciplinary Actions
Employee Communication
ISO related Documentation
Personnel Manual
Design Implementation
MIS (Ot, Cl, Sl, Pl)
 FUNCTIONS OF HR

ADMINISTRATION H. R. D

Guest Relations Manpower Planning

Recruitment
Transport screening
Hotel Booking interview
Ticketing induction
Courier Training Development
Bills Payment Career Development
Canteen Performance Appraisal
Organization Development
House Keeping Designing of HR & Pers. Manual
Gardening HRIS
Event Management /
Celebrations
Compensation Management
 NEXT STEPS

Creation of HR Manual
HR Philosophy

Manpower Planning Process

Recruitment Process

Training Process
Consolidating Needs
Identify Resources
Training Calendar
Training Budget
Feedback Process

Role Clarification exercise

Performance Appraisal
Compensation Structure