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The Future of HR: Success - Mantra

The document discusses the future of HR and outlines 10 key areas it needs to focus on. HR has evolved from primarily administrative, practice, and strategy focused to now needing to go "outside/in" and interact with markets and customers. The 10 areas HR needs to focus on going forward are: (1) adding value, (2) context, (3) stakeholders, (4) talent, (5) leadership, (6) organization, (7) structure, (8) practice, (9) HR staff competencies, and (10) analytics. HR policies going forward should consider these broader areas rather than just administrative, practice, and strategic aspects.

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suraj
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72 views

The Future of HR: Success - Mantra

The document discusses the future of HR and outlines 10 key areas it needs to focus on. HR has evolved from primarily administrative, practice, and strategy focused to now needing to go "outside/in" and interact with markets and customers. The 10 areas HR needs to focus on going forward are: (1) adding value, (2) context, (3) stakeholders, (4) talent, (5) leadership, (6) organization, (7) structure, (8) practice, (9) HR staff competencies, and (10) analytics. HR policies going forward should consider these broader areas rather than just administrative, practice, and strategic aspects.

Uploaded by

suraj
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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The Future Of HR -Dave Ulrich

Presented by: Success_Mantra

“Team work makes The dream work.”


HR Evolution and Its History
• Began on 1930’s & 40’s Area that HR needs to focus
• Primarily focused on: on (NEXT STEP OF HR)

1. HR Administrative

HR Evolution
2. HR Practice Outside/In
3. HR Strategy
Strategy
• HR Outside/In
a. Locates itself beside the walls of Practice
companies
Administrative
b. Interact with market and its
customers
Time
Building HR
1.Value
(Does HR add values
?) 2. Context (Settings in
10. Analytices which we work)

3. Stakeholder(to
9. People whom we served)

Criterias

8. 4. Talent(Individual
HR Practice /organisation)

7. Right HR
Department(Centralised/Decentr 5. Leadership
alised)
6. Organization
Future of HR
• Todays HR policy should not only focus on Administrative aspects ,practice
and strategies it should expand its areas going outside the companies.
1. Value : Does your HR adds values for your organization ??
2. Context
Settings in which we work (The Environment of working)
Social
Technological
Economic
Political
Environmental
Demographic
3. Stakeholders
Are we Serving
 Customer
 Investors
 Communities

4. Talent
Right talent at right place at right time
Individual Talent vs Organization
5. Leadership
a. Leadership Code
b. Leadership Brand
c. Sustainibility

6. Organization
How the talent works in a team in an organisation
 Organizational culture ,
Capabilities,
what we are good at ??
7. Right HR
Centralized vs. De-centralized along with shared services
Centralized Business Centralized HR

De-Centralized Business De-Centralized HR

Organizing HR should be linked with how you do your business

8. HR Practice
People : Staffing ,Traning,Development ,Carrier Management
Performance Rewards and Compensations
Communications
Facilities ,organizational design, managing the workflow
9. People in HR
Do our HR people has competencies to do our work ?

10.Analytices
Do we measure our success ??
THANK YOU
Success_ Mantra

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