Presentation on

“ Functions of HRM in Corporate

sector”

Presenter:- Ashwin & Group.

 Meaning of Corporate

“Corporate is a business or entity which has

separate legal personality, with limited liability
or unlimited liability for its members or
shareholders, who buy and sell their
shares/stocks depending on the performance of
the board of directors”.
 Major Corporate Houses Of India

► The Tata’s:- TCS, Tata Steel, Tata Motors, Tata Teleservices, Titan, Tata
Tea, Tata TD Asset Management, Trent, Tata Steel, Tata Motors, Indian
Hotels, Tata Tea and Tata Technologies.

► The Aditya Birla Group:- Hindalco, Grasim and Indian Rayon.

►Reliance - India's largest business house

India's largest business house with total revenues of Rs 80,000 crore (US$
16.8 billion), cash profit of over Rs 9,800 crore (US$ 2.1 billion), net profit
of over Rs 4,700 crore (US$ 990 million) and exports of Rs 11,900 crore
(US$ 2.5 billion). Anil Ambani and Mukesh Ambani now run the
Company.
 Indian Corporate’s that made grade

• Asian Paints, Britannia Industries, Dr Reddy

Labs (DRL), HDFC Bank, ICICI Bank, Indo
Gulf, Infosys Technologies, Mastek, Polaris
Software, Rolta India, Satyam Computer,
Visualsoft and Zee Telefilms. IT major Infosys
Technologies, petrochemicals giant Reliance
Industries and two-wheeler company Hero
Honda Motors have been ranked as the top
three companies in India for 'overall leadership'
 WHAT IS HRM ?

“According to Ivancevich and Glucck, "Human

resource management is the function
performed in organizations that facilitates the
most effective use of people (employees) to
achieve organizational and individual goals".”
 Need of HRM in Corporate Houses

• Attracting and retaining talent through effective

human resource planning, recruitment, selection,
compensation and promotion policies;
• Developing the necessary skills and right attitudes
among the employees through training;
• Securing co-operation of employees through
motivation; and
• Effectively utilizing the available human resources.
 The role of human resource department
in corporate sector
• As a specialist: - The HR department acts as a bridge between the employees and
the management .
• As a facilitator: - HR department facilitate the designed and implementation of
many developmental.
• As a change Agent: - HR department has to take the initiative in preparing the
organizations and its employees to face new challenges successfully.
• As a controller: - It is the responsibility of the hr department to ensure the
compliance to various laws and regulations governs the organizational
environment.
• HR as Consultant: Most agency managers we interviewed acknowledge that their
HR Office has become more consultative.
• HR as Contributor to Mission Accomplishment: These same managers also
recognize the importance of the HR office to mission accomplishment.
• HR as Strategic Partner : HR offices are included in business planning
Functions of HRM in corporate

Mission of an organization
↓
Vision & objectives
↓
HRM objectives
↓
Strategies & policies of HRM
↓
Managerial Function of HRM
↓
Operative Function of HRM
 Managerial Function

$ Planning:- Planning involves formulating the future course of

action.

$ Organizing:- Organizing involves establishing and intentional

structure of roles of people in an organization.

$ Staffing :-This is the process of obtaining and maintaining

capable and competent personnel in various
positions at all levels.

$ Directing :- It is the process of directing all the available

resources towards the common organizational goals.

$ Controlling :- The measurement and rectification of activities to

ensure that events conform to plans is known as controlling.
 Operative functions
↓
↓ ↓ ↓ ↓
Employment H.R Development Compensation Employee
management Relation
H.R. planning Performance
appraisal Job evalution Motivation
Recruitment
Training Wage & salary Morale
Selection admin.
Management Job satisfaction
Induction development Fringe benefits.
Communication
Placement. Career planning &
development Grievance &
disciplinary
Org changes & Org procedure.
development.
 Employment

Human resources
planning

Recruitment

Selection

Induction

Placement
 Human resources Development

Performance appraisal (Formal, Informal)

Training (On job, Off Job)

Management development

Career planning & development

Organization Changes & Org Development

 Performance appraisal at Zee Tele films
Objective
• To access the current level of job performance.
• Counsel & address Employee on areas of improvement.
• Access training & development needs
• Identify potential for undertaking higher responsibility
• Develop a system of performance based rewards.

Principle
• Cascading of org goals & objectives.
• Specific objectives of each member
• Involvement of all parties in decision making process
• Explicit time period
• Performance evaluation & feed back
Process
▪ Setting objectives/Targets for current year
▪ Mid year self assessment
▪ Annual review
▪ Setting objectives for next Year.
 Methods for appraisal

• 360 degree Feedback mechanism at Wipro.

(According to GM-HR “ Pratik Kumar” in this method
feedback flows to all individual.)

• Balanced Score Card Method at i2 Technologies India.

(Assessed at quarterly basis, Three diffferent
parameters{company as whole, department &
individual})
 Flowchart for Training Process

Individual Training needs identification by HOD

Analysis and compilation of individual training needs and prepare group training need
form for the
Department-HOD

Compile training need from all the departments and

Prepare training plan-Training HOD

Deliver / Conduct the training as per the plan

Evaluate and record training effectiveness.

Refer participant feedback form and training history card

Is training
Effective?
 There are 7 competencies required by
today's managers:

• 1) Global Perspective
• 2) Local responsiveness
• 3) Synergistic learning
• 4) Transitional
• 5) Cross cultural interaction
• 6) Collaboration
• 7) Foreign experience.
 Process of career planning

Individual assessment Organizational assessment

Need Analysis Opportunity analysis

Need –opportunity alignment

Career counseling
Compensation management

Job evolution

Wage & Salary administration

Fringe Benefits
 Employee Relation

Motivation

Morale

Job Satisfaction

Communication

Grievance & disciplinary procedure

Strategic Human resource management
in corporate sector.

“Strategic H.R. Planning involves designing

H.R. goals in alignment with the goals of the
organization, identifying the human resources
required to achieve this goals and then
developing this resources internally or acquiring
them from outside. It also includes the
conceptions and implementation of new H.R.
initiatives required to accomplish organizational
goals”.
 Corporate-level Strategy

“Corporate-level Strategy describes a

corporation’s overall direction in terms of it’s
general philosophy towards growth & the
management of its business units”.
 HR and corporate strategy

“Corporate strategy is overall plan for Org”.

• Growth:- Growth strategy helps employees to develop their
skills & contribute to the overall performance of the org.

• Stability:- Most important strategy in an org.

• Retrenchment:- An org attempts this strategy when it realizes

that it is unable to compete in the global market.
 Alignment in corporate sector.

“Human resources management alignment

means to integrate decisions about people with
decisions about the results an organization is
trying to obtain. “
 Wipro’s alignment procedure

System called People Capability Maturity Model

• Level 1 :- “Initial” To enhance Est. practices.

• Level 2 :- “ Repeatable” Focus on HR format.
• Level 3 :- “Defined” Emphasizes on team.
• Level 4:- “Capability management”
Improving
• Level 5 :- “Optimizing” the practices
 Models Integrating Strategy & HR

• Strategic level:- Framing policies that supports

organization.

• Operational level:- Competencies are created to give

a competitive advantage.

• Business process level:- Involving employees in

framing the policies.
 SUCCESSION PLANNING

• “Succession planning in an organization helps

identify specific individuals to fill future
vacancies in key positions”.
 Effective succession planning incorporates
the following elements:
• Continuity:- Succession planning should rather create an
environment to facilitate continuous succession.
• Long-Term Perspective:- A ready pool of talent should be available in
the organization to provide resources for immediate replacement.
• Organizational Need Perspective:- The organization should develop
a culture where external recruitment for key positions is normal in
the absence of internal talent.
• Turnover Management:- Appropriate action plans to generate
turnover have to be developed to avoid positions becoming blocked.
• Emphasis on Results:- Measurements to evaluate succession results
have to be developed.
 Succession Planning at Infosys

“The Infosys Leadership Institute “

• Transforming” the company and developing the next
generation leaders.
• ILI will train 220 high potential employees every year
to meet the challenges of a changing environment
• Stand-alone classroom sessions and internal
consulting engagement.
 Some other emerging trends in HR

• H.R. Outsourcing.
• Talent Management.
• HR and corporate social responsibility.
Merci