1. HUMAN RESOURCE MANAGEMENT.(An Introduction) www.humanikaconsulting.com

2. The Flow Definition Approaches and their Implications Functions Emerging Roles Challenges Strategic HR Management In a Nutshell 9/1/2010 2

3. Definition Human resource management is the function performed in an organization that facilitates the most effective use of people(employees) to achieve organizational and individual goals 9/1/2010 3

4. Strategic/Long-term They all matter… Without being great at the short-term, little space for long-term. Executing the short-term things well, build credibility When people think about HR they think about admin and employees. When they think about great HR they think about strategic and change agents Strategic Partner – Align HR and business Strategy: Org. Diagnosis/ Org. Capability Analysis Change Agent – Manage transformation and change: ensuring capacity for change Process People Employee Champions – Increase employee commitment and capability: People Basics, PAS Administrative Expert – Create efficient, reliable and effective HR processes that meet customer requirements: HR Ops – trains run on time Operational/Day-to-day HR Role

5. Strategic Partner – 2 tools Organization Architectures / Frameworks

6. Administrative Experts Customer/consumer-centric Know what the customer values Constantly strives to deliver in a way that meets customer standards Measure what they care about Processes Simple for customer/consumer Simple as possible for HR to execute Understood by HR and the customer/consumer group Minimum hand-offs Measured Accurate Systems thinking - impact of change in one area is understood in another area We extend an expat stay so we think about all the things that need to change work permits, leases, schooling, expat staffing planning etc. An employee resigns and we think about all the things to effectively get them off the payroll, and we proactively think about the things needed for work continuity (short-term and long-term) Technology To support processes To provide MI This is different than saying we need to pay employees at the P75 or giving expats inappropriate benefits

7. Employee champion PAS Proactively identify and implement tactics to increase employee satisfaction, engagement and commitment Performance / project manage the delivery of interventions Challenge /cajole management People basics Ensure appropriate development Ensure quality feedback Performance / project manage the delivery of interventions Challenge /cajole management Coaching managers Building their skills Proactive insight of employee impact from their decisions Proactive employee relations Constantly monitoring climate, and coaching management on interventions needed

8. Change Agents Change success factors: Leading change / sponsorship clear – leader who: Owns and champions change Publicly commits to making it happen Gets resources Gives it attention Shared need – employees know they should change / overcome employee resistance Shape the vision – what is the desire outcome Do people see the behavioural change needed? Understand how it benefits others? Build commitment Recognize other stakeholders; build coalitions Changing systems and structures to support the change – do people understand the other things that will need to change to support the big change? Monitor Progress / performance manage delivery / what is success Execute the plan / follow-thru

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10. Maintaining HR 9/1/2010 10

11. Why human relations approach Failed?? 9/1/2010 11

12. Human Resources Approach Organization goal & needs of employee are capable of existing in harmony Employees are asset for organization Organization should create contributive work environment to reap maximum benefit 9/1/2010 12

13. Challenges Before HR Manager 9/1/2010 13

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15. Operative Functions 15

16. Employment 16

17. Human Resource Planning Present and future manpower requirements Net human resource requirements Mould, change and develop employees to meet future organizational requirements Attract and acquire human resources from the market 17

18. Recruitment Tapping existing sources of applicants Identifying new sources of applicants Attracting the candidates to apply for jobs in the organization Deciding the recruitment procedure 18

19. Selection 19

20. Human Resource Development 20

21. Compensation 21

22. Employee Relations Employees in organizational context, as a social group Determining the job satisfaction level of the employee 22

23. Emerging Role of Human Resource Management It is the competence and attitude of the human resource that can make or break a business. 9/1/2010 23

24. Value of Human Resources 9/1/2010 24

25. Human resources- A competitive advantage 9/1/2010 25

26. Human resource accounting 9/1/2010 26

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28. 9/1/2010 Free template from www.brainybetty.com 28

29. Challenges For HR Professionals WHY AND WHERE???? WHAT??? 9/1/2010 29

30. Where did these challenges come from??? 9/1/2010 30

31. Strategic Human resource Management 9/1/2010 31

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33. IN A NUTSHELL 9/1/2010 33

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36. THE CHALLENGES 9/1/2010 36