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HR plays vital role in strategic business planning: experts
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HR plays vital role in strategic business planning: experts
Mon, Dec 1:
Enigma of Engineerings donning the role of MBAs in leading the corporate bandgwagon leaving huge void in core engineering professions, the IT industry setting unidirectional career path for fresh engineering graduates and role of the IT in talent management are some of the high spots hit by the practising HR professionals at the two-day conclave of National HRD Network (NHRDN) in Chennai.
Divulging the interim findings of HR practices survey 2008, NS Rajan, regional president, NHRD (North), partner, Human Capital, E&Y, said HR has a 90% role to play in strategic business planning process. About 70% organisations in the survey revealing plans to hire despite slowdown with majority of bigger companies favouring internal recruitment to external hiring on talent acquisition, he said.
Addressing on `next generation talent`, Padma Kumar, head HR, Saint Gobain Glass, India, said time has come for a creation of skill development corporation interlinking the colleges business schools and technical institutions to generate large pool of talent.
Referring to the emergence of corporate universities and HR competency testing tools, Kumar said the HR industry at the threshold of identifying the right talent can benefit from such universities by continuous learning and training on broad areas like business leadership, social intelligence and international capability and competency screening by IT-enabled tools.
On way forward for HR, Rajan`s paper describes HR professional to be an alchemist imbedded with multifarious skills in cost efficiency, job sculpting, HR communication, competency based PMS (performance management system), diversity programmes, workplace flexibility and action learning programmes.
Delivering her address on role of technology in HR, Ganga Priya Chakraverti,India business leader, Mercer India, said human capital management software market with solutions like HRMS (Human Resource Management System) and HRI (Human Resource Intelligence) is growing and is expected to reach $10 billion mark in 3 years from now.
HRMS and HRI are growing twice as fast as enterprise application market and Gartner study on human capital analytics find Saas (Software as a service) next in thing in the segment, she added. Urging HR professionals to adopt quantitative skills to provide high level analytics, she reiterated numbers, analyse, read, interpret data and be technology literate.
Revealing an interesting study on cost of talent generation and transference from universities to industries, Rafi Dossani, research professor from Stanford University said IITs in India under the category of tier-I university incur 75% subsidy burden whereas it is 30%, 40% and 60% in the US, China and Russia respectively. Surprisingly, state subsidy of the US in Tier II and Tier II (community colleges) is at 40% and 66% respectively showcasing the US strong commitment in supporting higher education for a robust talent pool.
On the quality front among China, India and the US, Asian countries shared a dismal 1% on the contrary of the US at 15% in the quality appraisal of Tier-I universities in those countries, he said. China and India scored 5% and 15% in Tier II universities assessment against the US impressive 70%, he added. Not surprisingly, in Tier-III category China and India are at 94% and 84% well high above the 15% of the US showing the non-participation of state especially India in the realm of higher education in that category, he pointed out.
Commending China and the US for support and emphasis on research and PhD studies with a futuristic focus, Dossani said current Indian IIT model would envisage a `UG factory model` churning out large number of technical graduates with low accent on research competency. He called upon India to adopt Chinese and American model to nurture research initiatives in the state funded IITs to generate R & D suiting both public good and corporate objective.
Sudhakar Rao, director, Stretegy, SAP India in his address said top performing organisations recruit talent 3 times faster than average performers. Return on investment (ROI) parameter should be a non-critical factor in the deployment of technology in HR for longer returns, he said.
The upcoming HR professionals should divest record management and time office management types of monolithic functions to shift to a strategic partnership with management in assuming greater value-added roles in the industry, said Ranjith Ramachandran, head HR-Network Management.
Speaking about HR in public sector, T Sudhakar Rao, executive director (HR), HAL, said ushering in of corporate MNCs is creating a talent scenario with exodus of readily available talent migrating from public sectors to private sectors. Countering this scenario, PSUs are rolling out employee retention strategies like pension schemes and nomination to higher studies. Notwithstanding lucrative money factor, people remain with PSUs for higher job satisfaction, he noted.
Radhakrishnan Nair, chief HR officer, Tata Steel, in his address on HR in turbulence times, called for coaching and mentoring the leaders in times of crisis. "Seperation in companies should be dealt with a human face with a balance with HR executives lending maximum weightage in immediate elsewhere re-employment of laid off employment," he pointed out.
On shaping future HR managers, Isabel Doverty, Head HR, Wholesale Bank, Standard Chartered, Singapore said an executive transition from academic to business life should with faster with the early grasping of report writing and presentation skills later focusing on specialisation of HR subjects and business plans.
Source:
http://in.news.yahoo.com/241/20081201/1257/tnl-hr-plays-vital-role-in-strategic-
Enigma of Engineerings donning the role of MBAs in leading the corporate bandgwagon leaving huge void in core engineering professions, the IT industry setting unidirectional career path for fresh engineering graduates and role of the IT in talent management are some of the high spots hit by the practising HR professionals at the two-day conclave of National HRD Network (NHRDN) in Chennai.
Divulging the interim findings of HR practices survey 2008, NS Rajan, regional president, NHRD (North), partner, Human Capital, E&Y, said HR has a 90% role to play in strategic business planning process. About 70% organisations in the survey revealing plans to hire despite slowdown with majority of bigger companies favouring internal recruitment to external hiring on talent acquisition, he said.
Addressing on `next generation talent`, Padma Kumar, head HR, Saint Gobain Glass, India, said time has come for a creation of skill development corporation interlinking the colleges business schools and technical institutions to generate large pool of talent.
Referring to the emergence of corporate universities and HR competency testing tools, Kumar said the HR industry at the threshold of identifying the right talent can benefit from such universities by continuous learning and training on broad areas like business leadership, social intelligence and international capability and competency screening by IT-enabled tools.
On way forward for HR, Rajan`s paper describes HR professional to be an alchemist imbedded with multifarious skills in cost efficiency, job sculpting, HR communication, competency based PMS (performance management system), diversity programmes, workplace flexibility and action learning programmes.
Delivering her address on role of technology in HR, Ganga Priya Chakraverti,India business leader, Mercer India, said human capital management software market with solutions like HRMS (Human Resource Management System) and HRI (Human Resource Intelligence) is growing and is expected to reach $10 billion mark in 3 years from now.
HRMS and HRI are growing twice as fast as enterprise application market and Gartner study on human capital analytics find Saas (Software as a service) next in thing in the segment, she added. Urging HR professionals to adopt quantitative skills to provide high level analytics, she reiterated numbers, analyse, read, interpret data and be technology literate.
Revealing an interesting study on cost of talent generation and transference from universities to industries, Rafi Dossani, research professor from Stanford University said IITs in India under the category of tier-I university incur 75% subsidy burden whereas it is 30%, 40% and 60% in the US, China and Russia respectively. Surprisingly, state subsidy of the US in Tier II and Tier II (community colleges) is at 40% and 66% respectively showcasing the US strong commitment in supporting higher education for a robust talent pool.
On the quality front among China, India and the US, Asian countries shared a dismal 1% on the contrary of the US at 15% in the quality appraisal of Tier-I universities in those countries, he said. China and India scored 5% and 15% in Tier II universities assessment against the US impressive 70%, he added. Not surprisingly, in Tier-III category China and India are at 94% and 84% well high above the 15% of the US showing the non-participation of state especially India in the realm of higher education in that category, he pointed out.
Commending China and the US for support and emphasis on research and PhD studies with a futuristic focus, Dossani said current Indian IIT model would envisage a `UG factory model` churning out large number of technical graduates with low accent on research competency. He called upon India to adopt Chinese and American model to nurture research initiatives in the state funded IITs to generate R & D suiting both public good and corporate objective.
Sudhakar Rao, director, Stretegy, SAP India in his address said top performing organisations recruit talent 3 times faster than average performers. Return on investment (ROI) parameter should be a non-critical factor in the deployment of technology in HR for longer returns, he said.
The upcoming HR professionals should divest record management and time office management types of monolithic functions to shift to a strategic partnership with management in assuming greater value-added roles in the industry, said Ranjith Ramachandran, head HR-Network Management.
Speaking about HR in public sector, T Sudhakar Rao, executive director (HR), HAL, said ushering in of corporate MNCs is creating a talent scenario with exodus of readily available talent migrating from public sectors to private sectors. Countering this scenario, PSUs are rolling out employee retention strategies like pension schemes and nomination to higher studies. Notwithstanding lucrative money factor, people remain with PSUs for higher job satisfaction, he noted.
Radhakrishnan Nair, chief HR officer, Tata Steel, in his address on HR in turbulence times, called for coaching and mentoring the leaders in times of crisis. "Seperation in companies should be dealt with a human face with a balance with HR executives lending maximum weightage in immediate elsewhere re-employment of laid off employment," he pointed out.
On shaping future HR managers, Isabel Doverty, Head HR, Wholesale Bank, Standard Chartered, Singapore said an executive transition from academic to business life should with faster with the early grasping of report writing and presentation skills later focusing on specialisation of HR subjects and business plans.
Source:
http://in.news.yahoo.com/241/20081201/1257/tnl-hr-plays-vital-role-in-strategic-
