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Coping With Changes

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This presentation is all about the changes implemented in HR Function in recent past and how do we cope with those changes.

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Coping With Changes

  1. 1. Coping with Changes By – Anusha
  2. 2. Areas Covered• Changing Role of HR in the currentscenario• Operational HR V/s Strategic HR• Why were the changes required• Changes Implemented• Impact of the Changes• Coping with Changes
  3. 3. Changing Role of HR in the current scenario
  4. 4. Shifting Paradigms What’s Out What’s In• Job Analysis • Competency Assessment• Personnel Management • HR Management• Functional Orientation • Business Orientation• Focus on Activities • Focus on Impact• Administration • Strategic
  5. 5. Operational to Strategic Transformation of HR
  6. 6. Why were the Changes required • Globalization • Technology • Staffing levels/Increase in Workforce • Legal and Compliance restrictions • Work/life balance
  7. 7. Changes ImplementedHuman Resource Management System Intermediate between Human Resource Management (HRM) and Information Technology (IT) It merges HRM as a discipline Programming of data processing systems evolved into standardized routines and packages of Enterprise Resource Planning (ERP) software Top vendors like SAP, Oracle Applications, The Sage Group, Microsoft Dynamics provides various ERP packages as per end-users needs.
  8. 8. Human Resource Management Systems encompasses of: • HR Strategic Management • Employee and Labor Relations • Staffing/ Recruitment • HR Training & Development • Compensation & Benefits
  9. 9. Impact of the Changes
  10. 10. RESISTANCE THE RESULT• Appears during  Given no opportunity to implementing the changes participate• This is usually the first  Do not understand the anyone knows of the need or relevance change  Resist the change• Is addressed reactively –  Produces negativity usually with amazement• Employees are expected to accept the changes without ado
  11. 11. Coping with Change• Understanding Resistance to Change• Working Through Resistance• Develop an Action Plan• Create Change Leadership• Maintain Morale• Focus on Common Goals• Organize Assignments to Promote PositiveResults• Pay Attention to Skill and CareerDevelopment• Evaluate the Change Process
  12. 12. Managing Change: Do’s–Be a good role model–Keep your people informed–Involve employee in the process–Be honest about your own concerns–Work consistently to boost morale
  13. 13. Managing Change: Donts–Don’t neglect the need for inspiration–Don’t delegate work, delegate responsibility–Don’t ignore employees’ concerns–Don’t lose your sense of humor
  14. 14. HR CertificationThe Human Resource Certification Institute offersthree types of professional certifications for HRgeneralists. Details on these certifications are available from the Human Resources Certification Institute, www.hrci.org.
  15. 15. Other HR Certifications• Certified Compensation Professional (CCP), sponsored by the World at Work Association• Certified Employee Benefits Specialist (CEBS), sponsored by the International Foundation of Employee Benefits Plans• Certified Benefits Professional (CBP), sponsored by the WorldatWork Association• Certified Performance Technologist (CPT), co- sponsored by the American Society for Training & Development and the International Society for Performance Improvement• Certified Safety Professional (CSP), sponsored by the Board of Certified Safety Professionals• Occupational Health and Safety Technologist (OHST), given by the American Board of Industrial Hygiene and the Board of Certified Safety Professionals• Certified Professional Outsourcing, provided by New York University and the Human Resource Outsourcing Association
  16. 16. Questions
  17. 17. Thank You

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