Coping with Changes

By –Anusha

Areas Covered• Changing Role of HR in the current scenario• Operational HR V/s Strategic HR• Why were the changes required• Changes Implemented• Impact of the Changes• Coping with Changes

Changing Role of HR in the current scenario

Shifting Paradigms

What’s Out

• Job Analysis

• Personnel Management

• Functional Orientation

• Focus on Activities

• Administration

What’s In

• Competency Assessment

• HR Management

• Business Orientation

• Focus on Impact

• Strategic

Operational to Strategic Transformation of HR

Why were the Changes required

• Globalization • Technology• Staffing levels/Increase in Workforce• Legal and Compliance restrictions• Work/life balance

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.

Human Resource Management Systems encompasses of:

• HR Strategic Management

• Employee and Labor Relations

• Staffing/ Recruitment

• HR Training & Development

• Compensation & Benefits

Impact of the Changes

RESISTANCE

• Appears during implementing the changes

• This is usually the first anyone knows of the change

• Is addressed reactively – usually with amazement

• Employees are expected to accept the changes without ado

THE RESULT

Given no opportunity to participate

Do not understand the need or relevance

Resist the change Produces negativity

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 Positive Results

• Pay Attention to Skill and Career Development

• Evaluate the Change Process

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

Managing Change: Don'ts–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

HR Certification

The Human Resource Certification Institute offers three types of professional certifications for HR generalists.

Details on these certifications are available from the Human Resources Certification Institute, www.hrci.org.

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

Questions

Thank You