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Tuesday, 1 November 2011

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The evolving role of a modern HR manager

IPM Sri Lanka is a brand that has gained much reputation over the years in the field of education and professional arena of Sri Lanka. Today IPM is the leader in matters concerning the whole gamut of human resource management (HRM).

In fact HR has evolved to that of an essential and integral part of the anatomy any professional wishes to gird oneself with.

The intense competition that drive today’s corporate world demands a lot from its employees and this is where a competent and qualified human resource management professional plays a vital role. Investing time and effort into hiring employees that complement an organization’s style and finding the correct balance between shared values and diversity of viewpoints can be challenging. It requires a clear understanding of the organization’s values.

It requires agreement on those values. And it requires that those values are exemplified and used as benchmark at every stage of the employment process- from recruitments and hiring, to training, to promotion and termination decisions. It’s not an easy task, but all the same, it is a very crucial role.

It is heartening to note that HR management has become a much sought after academic path for students and it is our hope that the awareness and knowledge gained would stand them in good stead in their professional future.

The phrase ‘People Drive Business’ has now become a buzz word in the corporate world. Yet ponder awhile let this phrase sink into each of us.

Isn’t it then simply true? To the uninitiated ‘People’ may mean the nameless mass in a mega entity or even the few who make up the number in your neighbourhood super market.

Untrained and unskilled workers with attitudes not in sync with the required business environment would continue to underperform with its associated low morale and productivity.

However people with the required skills, knowledge and of course attitude geared by exposure to the myriad modules under the numerous courses that human resource management offers, particularly under the aegis of the undisputed Leader in HR the IPM Sri Lanka - would always be able to make the ‘right fit’ in any organization.

Such informed people would be in great demand now and in the future.

It is a true fact that people oriented management is making vast strides in the world of business. Innovative idea from people to guide their businesses and carried out by energized people afresh would give a whole new concept and indeed meaning to the phrase; ‘People Drive Business’!

Today’s business leaders who are much concerned with their financial resources rather than human capital would result in losing many business opportunities. Those who preserve and develop their Human Resources while going through many setbacks in other areas will have a greater chance to regain lost opportunities faster and successfully than others.

To achieve the aforementioned ideals in professional education, the IPM is the place as its dynamic and proactive. Our education and training programmes in knowledge and skills empower and provide effective leadership in managing people in business.

The Business School of the IPM Sri Lanka is indeed proud of its track record as it has and will continue to produce leaders who can be able to face any crisis or challenge squarely and effectively .

HR is often perceived as the “police”, procedure freak, compliance and protocol driven. Perceived also as responsible for some organizational bottlenecks, being reactive to every new situation that will arise.

The new HR roles are work force planning, employer branding and employee retention.

These roles will be responsible for developing system that identify and manage how the organization is perceived by both internal and external key talent constituencies to ensure that the organization develops and maintains a dominant position in relevant labour markets as the employer of choice.

(Note that the emphasis of this new role is not on employment advertising but on understanding and managing perception among key constituents).

Specific responsibilities for these roles include:

* Developing and implementing an employment branding strategy that ensures key constituents continue to perceive the organization as an employer of choice, thereby simplifying talent retention, motivation, and attracted.

* Marshaling internal management practices and people programs to ensure that the employment experience delivered is one capable of sustaining projected talent needs.

* Overseeing the creation and integration of employment branding messages in all public relations, media relations, marketing communication, community relations, special events and recruitment advertising campaigns.

* Identifying and developing storylines around company management practices that can be repeated internally and externally through employee referral campaigns, public speeches by executives and managers, news stories, and select awards program applications.

* Periodically assessing employment brand internally and eternally to ensure alignment between current strategy and labour market conditions.

* Establishing and maintaining the business case for organizational change needed to develop the required employment brand.

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