1. HR - Organisation’s Heartbeat Key Note Address Ulhas D Wadivkar Vice President (Works) Graphite India limited 15.11.2003

3. HR as Pacemaker HUMAN capital is the heartbeat of any organisation, and people management processes work as the pacemaker to keep the pulsation rhythmic, giving quality life to the organisation .

4. HR as Key Result Area HR is no longer seen as a mere administrative support function providing certain resource management functions, HR is a non-administration Key Result Area (KRA). The department's role has been transformed into a critical and significant one — of a strategic business partner

5. Align HR processes A KPMG survey of almost 1,000 US-based firms found that a small improvement in people management practices leads to a 7.5 per cent fall in staff turnover., per employee increase in sales, rise in organisational market value and per employee jump in profit. These statistics show the need to align people management or HR processes in a focussed manner to build an energetic, productive and knowledge-based workforce. People management processes deal with extremely sensitive intellectual assets. The benefits of such a process can only be attained if people and processes, strategy and technology work in harmony.

6. Find the gaps The process must design and monitor everyday business activities to minimise resource wastage. Analysing the requirement of people assets at the micro level and blending technology to delivery can go a long way in enhancing overall organisation goals. The identified processes reshaped on an ongoing basis until satisfactory results are achieved. Once the gaps are identified and filtered for change, the enhancement processes can be triggered effectively and efficiently with suitable transformations, where effectiveness focuses on results and efficiency on activities.

7. Changing Trends Monitoring the changing trends and distilling them into the work culture should be of paramount interest for any forward-thinking organisation wanting to make itself profitable and competitive in the change-driven business environment. Today, people management processes focus on the changing needs of industry and how to adapt to these changes smoothly.

8. HR Healthy Company Linking employee health and well-being to organisational outcomes is a vision for healthy organisations. The organisations' wellness programmes are meant not just for improving employee health and well-being but also their financial position in the market. Employees' health and well-being cannot happen by chance. HR will have to design wellness programmes for the right reasons, in the right manner.

9. Healthy Company Strategy A proactive and well-coordinated strategy with multiple channels of delivery is a good approach. Health information, group education through the Internet or Intranet, forming peer support groups, personal counselling and participation incentives are few ingredients of a successful wellness programmes of healthy organisations Matching employee talents to their jobs is another interesting approach to employee health. Matching employee talents to their jobs is another interesting approach to employee health.. services are effectively integrated with broader considerations like mutual concern, connectedness and respect.

10. HR – The differentiating Factor Quality, Price,Branding are must but are fast becoming non-differentiators in a competitive environment, it is only the company's human resource (HR) that is turning out to be the differentiating factor between successful and non-successful companies. No longer can the HR department be termed as one that is just in charge of canteen, transport facilities and a custodian of employee records.

11. Nurture the human Talent Today the HR manager, like any other executive in a company, adds immense value to business and is vital for the overall business strategy. The underlining fact is that employees can make or break a company. "A successful company is one that develops internal IPR [intellectual property rights] that competition doesn't do. And this is possible only if the human talent is nurtured in a company," said J N Amrolia, executive director, Ashok Leyland.

13. Remove the Cholesterol HR manager should develop systems and process so that ideas are continuously generated and go up in the channel to the top management. Company should capture the internal knowledge available and make it available to others in the organisation and to the newcomers. "This will avoid past mistakes being committed again. But the problem of getting the managers to document their knowledge/experience has to be solved,"

14. Hear Customer’s Voice It is important to capture the customer knowledge / voice and building the business around it." "Sixty eight per cent of customers switch to competition because of employees' rude behaviour," "The HR manager has a tremendous opportunity to impact business strategy and even head a corporate."

15. Many Hats of HR · Staffing (employment, recruiting and placement) · Communications (company meetings, employee/ labour relations, corporate intranet, mission/vision, policy development, customer satisfaction surveys, community involvement) · Benefits/Compensation (health care, pension, stock options, bonus plans, pay practices, market salary analysis) · Human Resources Information System (HRIS) (tracking/processing of employee information, payroll)

16. Hats of HR contd. . Performance Management (career planning, appraisals, job descriptions) · Training (management training, technical training, soft skills training) · Organizational Development (succession planning, culture, career paths) · HR & IR Laws

26. What goes wrong

27. What does the world have to say

28. What is expected of HR & HR professional

33. Any Questions ? Thank You.