7. 1750 BC (Code of Hammurabi)
Promote welfare of people
Make Justice
Destroy Evil
Property Rights
Personal Issues
Professional Services
8. Some other Ancient Instances
In first century Ad Roman philosopher pliny
warned about the health hazards of employees
handling zinc and sulphur.
In 16th century- German scientist Georgious
Agricola Occupational hazards of employees and
suggests methods for improving occupational
health.
In 1700 Bernardo Ramazzini, known as the "father
of industrial medicine," published in Italy the first
comprehensive book on industrial medicine, DE
Morbis Artificum Diatriba (The Diseases of
Workmen).
9. In 18th century Abraham Lincoln viewed
all American workers as potential
entrepreneurs.
In 19th century Abraham Lincoln viewed
all American workers as potential
entrepreneurs.
The first recorded modern case of
dedicating a separate unit or department
for HRM is from 1901 in USA.
George Elton Mayo in Hawthrone Studies
was credited to Human Relation
Movement.
10. Scenario in 20th Century
• The spread of multinationals and large corporations
created a highly skilled professional group of
human resource personnel.
• Universities and Business Schools started teaching
different aspects of HRM in the 1990s.
• There were many challenges faced by contemporary HR.
• In India the first dedicated HRD department started in
1975 at L&T. Uday Pareek and T.V Rao in 1975
outlined a philosophy for the new HRD System .
12. Labor Management Work Organization
Master -Servant Authoritative Centralized
Illiterate Autocratic Rigid
Not Conscious Paternalistic Adjust to Machines
Ill Motivated Prerogative
13. Present Scenario of HR
•In the present scenario the Human resource has three
primary objectives :
1.Obtain
2. maintain
3.Retain.
• The role of HR Professional today is more complex
than other Roles and also more Impactful than other
Business role
14.
15. The business world is changing at bullet-train speed –
technology, the global economy, increasing regulatory
scrutiny, the looming talent crisis, mental illness is
dramatically affecting the workplace.
All of the above changes gives a strong impact on HR
profession.
So, here are some of the 10 trends that are newly emerging
in HR
16. 1.The changing role of HR professional
Employees are humans, not commodities, and HR
departments have to start seeing them differently.
Organizations consist of people. People are real. You
can see them, touch them, hear them. And people have
capabilities. And those people with their capabilities
will determine whether the organization thrives or dies
HR people need to be a lot more creative in the way
they do things.
17. 2.The war for Talent
The most important corporate resource over the next 20
years will be talent: smart, sophisticated business-
people who are technologically literate, operationally
agile
Younger workers are now bosses of the older workers.
You need to dig deep into the organization to identify
the top talent, the high performers in every aspect of
your business.
18. 3. Virtual HR organizations.
There are four good reasons why companies outsource their HR
services:
1. Cost reduction – economies of scale, automation and process
improvement,
2. Focus – allows HR to allocate time to strategic, not
transactional, concerns
3. Access to best technologies – mutual benefits to ensure
technology is continually upgraded
4. No available internal resources – provides an HR capability for a
company that does not have one, cannot staff it
19. 4.Wellness, work life balance.
There is no competitive advantage in exhausted, sick
and stressed-out workers.
employers are now recognizing the connection
between employee health and the bottom line.
As per the statistical data by 2020, depression will rank
second to heart disease as the leading cause of
disability worldwide, and the cost of mental illness in
lost productivity
20. 5. The Diverse workforce.
Diversity goes far beyond the traditional employment
equity criteria of gender, visible minority/status, or
disability.
Diversity is a business strategy, that helps to solve a
variety of problems and to make a variety of decisions.
The challenge for managers and HR is to create an
environment which would help the older employees to
keep them engaged in the organisation.
21. 6.The impact of technology
We’ve entered the century of the employee and
technology has to respond.
CRM or customer relationship management is giving
way to ERM – employee relationship management
Technology continues to impact us profoundly, both in
our personal lives and in the workplace, and it will
continue to evolve
22. 7. Leadership Development
Leadership skills are not built through courses.
Management is a function of what you do; leadership is
a function of what you are
The competency requirements for successful leadership
are increasing exponentially.
Leadership comes with empowerment – employees
can’t be leaders unless they have the power to take
risks, make decisions, innovate and lead.
23. 8.Talent management.
The challenge for HR professionals is to figure out how
to look deep into the organization to hunt talented,
visionary people with a passion for the future.
lots of companies have succession plans but very few
have done the career planning and skills gap analysis
needed to acquire the best talent
24. 9.Corporate values and culture.
Ethical behaviour should be a core component of
company culture
Organizational culture is the shared assumptions,
beliefs and norms of behaviour of a group. It has a
powerful influence on the way in which people
behave.
25. 10. Impact of Legal and Compliance Issues
HR need to be thorough with all the legal
compliances.
They need to follow all the laws they are involved
in.
26. Conclusion
HR professionals need to step up to above
challenges
No matter how strong the finance of the company
and their products are, but if the HR is not strong a
company is merely an idea.
27. THE FUTURE OF HR
Strategic business partner:
HR must factor in policies on employee welfare and new or changing
competency requirements when corporate strategies are being developed.
Through partnering with management, HR may take on the role of consultant
and assist in strengthening the relationship between employees and senior
management
Change agent
HR professionals must lead in actively building and
maintaining a corporate culture that embraces people
development.
Employee champion
HR must create a productive work environment, ensure effective
communication, and manage workforce relations.
28. Manager of personnel acquisition and development
HR must define, generate, continuously reinforce, and
sustain organizational skills, knowledge, abilities,
attitudes, and desired behaviours.
Manager of processing, compliance, and reporting
HR must align its strategic and tactical plans with those
of the corporation, comply with laws, create policies, and
execute administrative processes, all in a cost-effective
manner.
29. GREEN RECURITING: IT IS A CONCEPT
WHOSE TIME HAS COME
Green recruiting refers to sharing of the company’s
unswerving commitment towards the cause of
environment with the candidates whom they are trying
to hire.
College graduates are increasingly seeking company that
is environment friendly.
Green recruiting provides a company with an
opportunity to stand out from the rest of pack in an
otherwise crowded recruiting landscape.
30. HR IN 2020
A majority of people worldwide will be connected
through the IT infrastructure.
Connectivity is the new frontier on the information
highway to connect with one another.
There are various factors on which the growth and
expansion of connective technology will depend.
The basic organizing unit in the workplace will be one
individual engaging in business through connective
technology.
31. A learning culture will be festered by the technologies
that will serve, entertain, and help people do their
work. It will be basic workplace skill.
Power in the organization of 2020 will be in flat
structure.
Culture and language will still move between the
poles of traditionalism and modernism.
32. SHIFTS THAT ARE RE-SHAPING HR ROLES
FROM TO
Local markets, operations
Manufacturing, clerical work
Hierarchy
Intermediaries; face-to-face
Obedience to formal authority
Stability, efficiency, control
Full time job
Customer service
Work done by employees
Fixed work location
Management prerogative
Loyal service
White, male workforce
Financial performance
“Get a job”
Global markets, operations
Service, knowledge work
Networks
Direct access,virtual relationship
Questioning of formal authority
Change, creativity, flexibility, order
Part-time and project work
Shareholder, stakeholder value
Work done by many contributors
Diverse work locations
Social licence
Marketable knowledge, skills
Diverse workforce
Triple bottom line
“Get a life”
33. CHANGING “HR” ROLES: Some
Generalizations
PAST
HR ROLE WAS CLEARLY
DIFFERENTIATED
◦ mechanistic
(Personnel Admin)
◦ ritualistic, legalistic (IR)
◦ CEO’s eyes and ears
with the troops
◦ distinct professional career paths
HR is HR’s responsibility
FUTURE
PEOPLE/LEADERSHIP ROLE IS
DISTRIBUTED AND DIFFUSE
knowledge management
relationship management;
teamwork
legal compliance
change management
no distinct HR profession -
new hybrid roles emerge
People/Leadership is
everyone’s responsibility
