Evolution of the

Human Resource Function

Cycle of the Evolution of the HR Function

Business
Function Each stage sees a
change in

Strategic Business
Partner Partner

Attributes Values
HR as a Business Function

Copyright 2013 | Saigun Technologies

3
Pvt. Ltd.
 HR as a Business Function

Responsibilities

Time

Payroll

Attendance

Managing employee data

Setting company policies

Copyright 2013 | Saigun Technologies

4
Pvt. Ltd.
HR as a Business Function

Role

Attendance

Internal Compliance

External Compliance

Personnel Administration

Managing employee records

Copyright 2013 | Saigun Technologies

5
Pvt. Ltd.
 HR as a Business Function

Major Tools Used Other Tools

Rudimentary Spreadsheets
HRIS

Shared
Payroll Documents
Processing
Software
Paper Records
(Physical Files)
Time &
Attendance
Systems

Time Card Associated

Swipe Systems
Readers Devices

Copyright 2013 | Saigun Technologies

6
Pvt. Ltd.
HR as a Business Partner

Copyright 2013 | Saigun Technologies

7
Pvt. Ltd.
HR as a Business Partner

Focus shifts to

Competency-based Recruitment

Total Compensation
(payroll and incentives)

Employee Development

Communication

Organization Design

Copyright 2013 | Saigun Technologies

8
Pvt. Ltd.
 HR as a Business Partner

New Roles

Formalize Organization Structure

Identifying Skills for Each Job Role

Defines Training programs

Utilizing Recruitment Techniques to Assess Skills

Benchmarking Skills against industry Standards

and Competitors

Copyright 2013 | Saigun Technologies

9
Pvt. Ltd.
 HR as a Business Partner
Major Tools Used Notable changes

Applicant Some degree

Tracking of automation
Software is introduced

Employee Portals
Tools from
Vendors are
used Training
Self-Services
Personnel
HR Function is Administration
Learning
Management broken up into
Systems sub-functions Recruitment

Employee
Database Compensation
& Benefits

Copyright 2013 | Saigun Technologies

10
Pvt. Ltd.
HR as a Strategic Partner

Copyright 2013 | Saigun Technologies

11
Pvt. Ltd.
 HR as a Strategic Partner

New Responsibilities

Aligning employees to common set of

objectives derived from the mission
and value statements

Mitigating risks by devising appropriate

Succession Planning Strategies

Identifying top-performers & non-

performers

Continuously measuring the

effectiveness of leadership and
employee satisfaction

Copyright 2013 | Saigun Technologies

12
Pvt. Ltd.
HR as a Strategic Partner

New Responsibilities

Adjusting recruitment and training to

competency gaps

Increasing employee engagement

through appropriate measures

Aligning compensation to performance

Specifying well-defined job descriptions

which are mapped to the organization
structure

Copyright 2013 | Saigun Technologies

13
Pvt. Ltd.
HR as a Business Partner
Tools are used for

Learning
Management

Succession
Planning

Performance
Management

Alignment

Compensation
Planning

Employee
Feedback

Recruitment and
On-Boarding

Copyright 2013 | Saigun Technologies

14
Pvt. Ltd.
 Summary

Copyright 2013 | Saigun Technologies

15
Pvt. Ltd.
 Summary

Size and Age of Organization has no

bearing on Maturity of HR Function

Maturity depends on focus on

“managing people”

Appropriate HR tools can help the

organization quickly mature their HR
function

Copyright 2013 | Saigun Technologies

16
Pvt. Ltd.
 www.empxtrack.com

Thank You

Copyright 2013 | Saigun Technologies

Pvt. Ltd.