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Hr Themes Essay

2426 words - 10 pages

The main theme of HR SHARE 2014 is “HR Change and Transformation” It has several sub-themes too. The conference is designed around themes and topics which are aligned to the various complexities that surround business.
Main Theme:
To accelerate organizational growth and be able to compete on a regional scale and beyond, human resources managers cannot simply follow the traditional paths they used to get the organization where it is today; instead, they need to transform themselves. In other words, HR practitioners need to expand their perspective and explore the world beyond the general HR attributes -- the overall business landscape, the clients as well as ...view middle of the document...

Therefore, to hit optimal performance levels, organizations must first find the best people, with process optimization and costs, process discipline to prevent deviation and optimize value chain in investment, cost and profitability. The companies thus confront increasing competition for highly skilled workers, cost constraints and the need for speed and precision.

How to create process re-engineering and optimize initiations chain improvement program and bring down salary costs?

Therefore, is it important to create a performance driven compensation program that aligns compensation to actual impact on the company’s key business goals.
Does your organization invest on compensation with the same rigor they apply for supply chain management processes?

One of the biggest challenges facing the companies is building and sustaining a strong talent pipeline. Not only do businesses need to adjust to shifting demographics and work place preference – but they must also build new capabilities and revitalize organizations- all while investing in new technology globalizing their operations and contending with new competitors. What do companies operating in various markets need to do to attract and develop the very best employees so they can be competitive globally? Driven by the need for more rapid response times in an era of shrinking, internal pools of managerial talent, a tighter linkage between strategy and succession planning is needed to deploy high-quality leadership talent rapidly on a global basis. Global companies with a "strategic human resource management and development" perspective and a burst of scholarly inquiry are reshaping the best practices of cutting-edge companies. With the world turning into a global village it is very essential that the key talent in possess a global perspective.
What should the organizations do in order to inculcate the similar global values in employees?
How do organizations train talent for a global perspective?


Just as living things are born, grow, mature and decline, Human abilities are also learned and decay with the changing demand of business environment. Increasingly older employees are replaced (age group of 65 years & above are only 17.7% and between 25 years to 50 years is 70%). As well managed products stay longer (product life cycle perspective); could employees productive life be a new emerging challenge for HR especially with the 83% over 65 years being unemployed. With the several transitions in life, business, jobs & processes, is it possible to identify signs of talent decay, develop awareness and intervene to create longer productive employment. Can the employee life cycle in terms of on boarding, orientation, review & career planning, career development to termination or transition be better managed to prevent...

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