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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                     What’s In

• Job Analysis             • Competency Assessment

• Personnel Management     • HR Management

• Functional Orientation   • Business Orientation

• Focus on Activities      • Focus on Impact

• Administration           • 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 Implemented
Human 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                        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
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

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Coping With Changes

  • 1. Coping with Changes By – Anusha
  • 2. 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
  • 3. Changing Role of HR in the current scenario
  • 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. Operational to Strategic Transformation of HR
  • 6. Why were the Changes required • Globalization • Technology • Staffing levels/Increase in Workforce • Legal and Compliance restrictions • Work/life balance
  • 7. Changes Implemented Human 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. Human Resource Management Systems encompasses of: • HR Strategic Management • Employee and Labor Relations • Staffing/ Recruitment • HR Training & Development • Compensation & Benefits
  • 9.
  • 10.
  • 11. Impact of the Changes
  • 12. 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
  • 13. 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
  • 14. 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
  • 15. 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
  • 16.
  • 17. 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.
  • 18. 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
  • 19.
  • 20.