HR-Disruptive trends challenging the old Paradigm-Changing role of HR-Key drivers that will shape HR

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The Changing Role of HR
R.VASANTHAGOPAL,Ph.D.
Professor & Director, SDE
University of Kerala

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“The ability to perceive or think differently is more
important than the knowledge gained
David Bohm

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“We have to remember that corporate executives
serve at the pleasure and for the interests of
shareholders, employees, and their communities,
not the other way around.
Carly Fiorina, the CEO of Hewlett Packard

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The Challenge for Businesses Today
 Business model changes, including technology impacts and the
need for ever greater agility
 Exploiting growth opportunities in a global economy – including
challenges to grow in more mature markets and not having the
talent to make the most of opportunities in growth markets.
 Changing business conditions to focus more attention on cost
efficiencies, capital, and cash.
 Managing, developing and retaining the right people
All of these issues have a significant bearing on the people
agenda in organizations.

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Significance of HR/HRM
 Today, the role of HR in planning and driving strategic growth is
as important as technology or business leadership.
 Human Resource refers to the personnel within an organisation
responsible for the achievement of goals and objectives of the
organisation
 HRM is the strategic approach to the effective management of
people in a company or organization such that they help their
business gain a competitive advantage.
• In recent years, HR/HRM has undergone dynamic shifts in its
roles, functions and overall impact in shaping organizations.

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Scope of HRM

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Disruptive Trends Challenging
the Old Paradigm
 Quickly evolving environment. The demand patterns of all
stakeholders’ (customers, investors, competitors, collaborators)
are evolving rapidly
Constant introduction of disruptive technology. Established
businesses and industries are being commoditized or replaced
through digitization, the innovative use of new models, and
automation, include developments such as machine learning,
the Internet of Things, and robotics.

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Disruptive Trends Challenging
the Old Paradigm
• Accelerating digitization and democratization of information. The
increased volume, transparency, and distribution of information
require organizations to rapidly engage in multidirectional
communication and complex collaboration with customers,
partners, and colleagues.
• The new war for talent. As creative knowledge- and learning-
based tasks become more important, organizations need a
distinctive value proposition to acquire—and retain—the best
talent, which is often more diverse.

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Changing Role of HR
 The role of a CHRO is one of the most important in any company.
The scope of this role is not only expanding, but also getting its
due recognition and appreciation from the rest of the C-suite.
 Today, CHROs must assist businesses in paving the way for
strategic growth across decisions relating to recruitment,
compensation, talent management, performance management,
training, employee experience and more.
 They also need to constantly develop themselves and use their
knowledge to keep their organizations in the game.

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Changing Role of HR
• Employee engagement
The importance given to employee engagement as a strategic
priority has never been more. As per G2 Crowd’s report,
businesses will increase their employee engagement spending
by 45% in 2019. And HR is what will drive this change.
• Collaboration between human and the digital
Advancements in information technology (IT), predictive
analytics, artificial intelligence and machine learning in HR
processes is enabling professionals to perform traditional
practices with much more ease and reduced time span.

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Key Drivers that will Shape HR
 Increase knowledge and skill of employees
 From knowledge workers to knowledge based work system
 Looking beyond work place performance
 Quality of employee-employer relationship
 Rebuilding trust with an information hungry and savvy
workforce
 Technological progress (High level of automation)
 Artificial Intelligence(AI), Internet of Things, Cloud Storage

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Conclusion
 The future of Human Resources will have tremendous
impact not only on the workforce, but also on the societal
and business sphere
 HR thus needs to be a function that takes the lead in
understanding what makes people engaged, what cultures
drive the most productive workplaces and what equations
enable a true merging of human capability with technology.

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Thank You
vasanthagopalr@gmail.com