Latest Trends in HR Presentation
With pleasure, I am uploading my presentation on 'Latest Trends in HR' that I made for my Regional HR Manager, who was invited to IIM Kolkata for a lecture. Please go through the slides. Keeping in mind the perspective of the students and my Manager, I have segregated the study into: The change/shift, the present trends, and expectations from the new joiners. For any query or clarification on any point, feel free to ask me in the thread.
Wish you all the best in life!
Regards,
From India, Calcutta
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7With pleasure, I am uploading my presentation on 'Latest Trends in HR' that I made for my Regional HR Manager, who was invited to IIM Kolkata for a lecture. Please go through the slides. Keeping in mind the perspective of the students and my Manager, I have segregated the study into: The change/shift, the present trends, and expectations from the new joiners. For any query or clarification on any point, feel free to ask me in the thread.
Wish you all the best in life!
Regards,
From India, Calcutta
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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
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From India, Mumbai
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Very good presentation. I would like to share one HR trend that HR should focus on, which is "BUSINESS ACUMEN" in this contemporary environment.
Skills of Business Acumen include:
- Strategic partnership
- Financial knowledge
- Understanding of business and market orientation
- Development of management processes and systems
- Leadership and management skills
This is about how an HR person could assist in making business decisions and contribute to achieving business goals.
Regards,
Sekhar
From India, Chandra
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Skills of Business Acumen include:
- Strategic partnership
- Financial knowledge
- Understanding of business and market orientation
- Development of management processes and systems
- Leadership and management skills
This is about how an HR person could assist in making business decisions and contribute to achieving business goals.
Regards,
Sekhar
From India, Chandra
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The presentation is a very good one. It is beneficial in the sense that it provides an idea of the transformation that has occurred in HR from the old Personnel Management. However, as a member of citehr.com who frequently reviews posts by various new-generation HR professionals, I understand that the old policing type of HR is still present in companies, even though we claim that HR has become very employee-friendly. In a very recent post, I saw the plight of an employee of an MNC who was harassed by the previous employer despite having a very smooth handover and legal relieving. The employee was asked to leave by the new company, stating, “we don't want to be part of any legal complications.” That is also the new HR.
The Situation in Private Sector Banks and IT Companies
In the case of private sector banks (new generation or next generation banks), small and medium-sized IT companies, BPOs, call centers, etc., where highly educated people work in both operations and non-operations, including the HR department, the situation is not good. There are many ego clashes between departments, which ultimately result in HR ending up with a "compromise." Therefore, despite changes in professional environments, I have not noticed any real change. Training takes place just to achieve targets. As long as attrition exists, recruitment will lead the role of HR. As long as employees are employable, attrition will be a fact. As long as top management is greedy for profits, non-compliance with statutory requirements will tie the hands of HR. As long as there is no alternative available, HR will compromise!
Outsourcing HR Functions
Even in the past, psychological assessments, reengineering, and other novel techniques were used. However, they were conducted within the organization and by the HR team. Now, these functions have been taken over by specialized teams or consultants. Nowadays, the process of retrenchment is also outsourced to some HR agencies who handle the formalities (which do not include the procedures required under the Industrial Disputes Act) in a way that prevents the employee from making it an industrial dispute. This role of HR is also a strategic role that we should highlight when discussing the changing roles of HR.
A Practical Approach to Problem-Solving
One thing I do not agree with Biswas on is that we have not yet changed to solve the causes of problems but have just learned how to eliminate them from the root so that problems will not arise in the future, allowing us to work without hassles. We should be more practical in our approach than what we have studied at universities.
Regards,
Madhu.T.K
From India, Kannur
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The Situation in Private Sector Banks and IT Companies
In the case of private sector banks (new generation or next generation banks), small and medium-sized IT companies, BPOs, call centers, etc., where highly educated people work in both operations and non-operations, including the HR department, the situation is not good. There are many ego clashes between departments, which ultimately result in HR ending up with a "compromise." Therefore, despite changes in professional environments, I have not noticed any real change. Training takes place just to achieve targets. As long as attrition exists, recruitment will lead the role of HR. As long as employees are employable, attrition will be a fact. As long as top management is greedy for profits, non-compliance with statutory requirements will tie the hands of HR. As long as there is no alternative available, HR will compromise!
Outsourcing HR Functions
Even in the past, psychological assessments, reengineering, and other novel techniques were used. However, they were conducted within the organization and by the HR team. Now, these functions have been taken over by specialized teams or consultants. Nowadays, the process of retrenchment is also outsourced to some HR agencies who handle the formalities (which do not include the procedures required under the Industrial Disputes Act) in a way that prevents the employee from making it an industrial dispute. This role of HR is also a strategic role that we should highlight when discussing the changing roles of HR.
A Practical Approach to Problem-Solving
One thing I do not agree with Biswas on is that we have not yet changed to solve the causes of problems but have just learned how to eliminate them from the root so that problems will not arise in the future, allowing us to work without hassles. We should be more practical in our approach than what we have studied at universities.
Regards,
Madhu.T.K
From India, Kannur
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