Hrp
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The document discusses emerging trends and issues in human resource practices. It covers new competencies required for HR professionals, using a balanced scorecard approach to align HR strategies with business goals, integrating six sigma methodologies to improve processes and reduce defects, fostering innovation through proactive HR practices, addressing challenges in business process outsourcing companies through training and performance management, and trends in competitive recruitment and hiring from other organizations.
Hrp
- 1. Emerging Trends and Issues in HRP
- 2. Introduction New role & competencies Balance score card HR & Six sigma Steps of six sigma Innovation & creativity HR & BPO , HRO
- 3. New Role & Competencies Research has been conducted on competencies(Ulrich,Brockbank,Yeung,1989a,1989b, Conner & Wirtenberg,1993, McLagan,1989).Research is still needed to define the role of human resources function understand more fully what they do to add value to their corporation.
- 4. Balance ScoreCard It is best seen as a management versus measurement tool. It is a systematic framework for communicating strategy & vision, stressing the fact that the success of an organisation is a holistic process. HR Scorecard Approach Adopting the HR Scorecard as a strategic management system ensure that HR views all of its activities in terms of their contribution to the organization’s The scorecard measures organizational performance across four balanced perspective :
- 5. Financial Internal Business processes Learning & growth Customer
- 6. Clarify the vision/mission of organization Formulate HR Strategy that is aligned with the overall corporate Strategy Measure HR’s strategic contribution in concrete & clearly understood terms. Create a consensus & ownership of the strategy in the management team Improve communication of the strategy across the enterprise. Prioritize HR initiatives by linking activities to business goals Fig- Development Process & key Benefits of Scorecard Development of the solid strategy Strategy Mapping Establish Measures for each objective Cascading of Scorecard Scorecard Implementation Post Implementation
- 7. HR & Six Sigma Practices Six Sigma stands for Six Standard Deviations (Sigma is the Greek letter used to represent standard deviation in statistics) from mean. Six Sigma methodologies provide the techniques and tools to improve the capability and reduce the defects in any process At six sigma level, product are virtually defect free, i.e., only 3.4 defect per million opportunities (DPMO) The fundamental objective of the Six Sigma methodology is the implementation of a measurement-based strategy that focuses on process improvement and variation reduction through the application of Six Sigma improvement projects.
- 8. Six Sigma DMAIC DMADV DMAIC process (define, measure, analyze, improve, control) is an improvement system for existing processes falling below specification and looking for incremental improvement. DMADV process (define, measure, analyze, design, verify) is an improvement system used to develop new processes or products at Six Sigma quality levels.
- 9. It can also be employed if a current process requires more than just incremental improvement. Both Six Sigma processes are executed by Six Sigma Green Belts and Six Sigma Black Belts, and are overseen by Six Sigma Master Black Belts. Black Belts save companies approximately $230,000 per project and can complete four to 6 projects per year.
- 10. Integrate Standardize Control Improve Analyze Measure Define Recognize SIX Sigma stages
- 11. Philosophy of Six Sigma
- 12. Customer Green belts Black belts Master Black belts Champions Top Management
- 14. HR & Innovation & Creativity Innovation is enabled by pro-active HR practices. Pro active HR practice, inter alia, call for creating a work environment that recognizes creativity, inter-organisation corporation rather than competition working as cross-function team, productive meetings for innovation results, introduction of formal innovation programme & finally organisation receptivity to new ideas & perspectives. Fostering innovation requires a structure approach. It can be classify in context, leadership, values & culture.
- 15. HR & BPO & HRO Human resources are the lifeline of BPO companies Majority of the workforces in the BPO industry are young, literate and dynamic.
- 16. The challenge before human resource professionals today is to create an enabling organizational climate for the employees, For this, they need to examine relevant issues such as training and development, performance appraisal and career planning in the organization. Selection and recruitment of personnel is an important responsibility of the human resource department. The recruitment policy provides competitive remuneration as per industry norms, maintains high standards for selection of recruits, and encourages lateral induction to infuse fresh ideas and new skills in the organization. HR Function & Performance Management HR & BPO & HRO
- 17. Trends in Recruitment Recruitment is increasingly becoming a two-way process, as a result of both employers and employees having higher expectations from one another. The first trend is using the resume database for recruitment; the other trend gaining prominence is the recruitment of key personnel from competitors, which is called "poaching". HR & BPO & HRO
- 18. Service provider network Organization Network Distribution network
- 19. Twenty years from now you will be more disappointed by the things you didn't do than by the ones you did do. So throw off the bowlines. Sail away from the safe harbour. Catch the trade winds in your sails. Explore. Dream. Discover. “Thank you”