We being in the field of HR have always been involved in the functions of recruitment, selection, induction, manpower planning, employee engagement, PMS, training and development, grievance handling, employee counseling, industrial relations, compensation management and have felt that by fulfilling these duties as assigned in our position is perceived to be quite stable. If one views it from the global perspective, the HR functions have undergone unprecedented change and if these changes are not taken cognizance the department simply ceases to exist. With a bigger salary structure, perks, compensation benefits, the CEO expects the HR leaders to redefine their roles and their contribution to an enterprise. How often do you find the Vice President of Human Resources involved in discussions of new markets, acquisitions, and shareholder value? Not often. With HR "transactional" areas like benefits, compensation, recruitment and training are increasingly outsourced; the role of senior HR officials is evolving change in a new dimension. Today, CEOs want HR professionals enthusiastically work for the business, a strong presence among their peers, professional compatibility with top executives, and down to earth savvy. In other words, the CEO expects the department of HR to be a revenue center apart from taking adequate care of people who are skilled, educated, talented & knowledgeable.
However, some employees still believe that HR is the place to get free therapy, happiness, corporate welfare. CEOs, on the other hand, expect HR professionals to build organizations systems, processes, methods for the company to make it extremely competitive. They want a balanced report card on how the organization attends to employee satisfaction and retention.
CEOs expect the HR professionals to sit in their offices not to discharge routine/ monotonous functions but come out with exemplary ideas to make the enterprise more productive and innovative. They do not want a trendy fad or catchy training session. The CEO also wants to know who the upcoming stars are and how they are being developed and retained. Business units expect HR people to staff their areas adroitly with a combination of full time, part time and help from outside. Finding, keeping, rewarding and measuring results people produce is a singular criterion of success for some HR of business units.
- The brain of Narayana Moorthy.
- The Charisma of Ratan Tata.
- The negotiating skills of A.M. Naik.
- The marketing skills of Narendra Modi.
- The soul of Mother Teresa.
- The stamina of Dhirubhai Ambani.