Digital Transformation in Indonesia

Views:
 
     
 

Presentation Description

All the companies want to have the right talent and the pressure to find the right talent fit for the organization falls on the HR.

Comments

Presentation Transcript

slide 1:

Digital Transformation - Why HR practitioner play a vital role All the companies want to have the right talent and the pressure to find the right talent fit for the organization falls on the HR. Recruitment is a very crucial activity where HR finds the right talent that best fits for the organization. HR practitioners are responsible for advertising candidates sourcing screening applications conducting personal interviews and constantly coordinating hiring efforts with management responsible for making the final selection of candidates. Change agent HR practitioner is the one who translates the organizations "vision to reality." They not only act as change agents but also change adapters who involve in the implementation of the change in the overall business. With the shift and its application they become the champions by improving the whole organizations performance. Front line demonstrators - for new initiatives and technologies For any change or an action say it a digital transformation HR practitioner is the Front line demonstrator to bring the transition across the employees in and out and thereby improving the business performance. Technology is always changing rapidly and it is essential for an organization to identify the right technology that is efficient and economical to perform work to have a competitive advantage. Expect disruption at first

slide 2:

due to the adoption of new technology but the change ultimately leads to improved performance and service. Labour Law Compliance Compliance with labor laws is one of the critical HR practitioner function. Noncompliance can result in workplace complaints unsafe working conditions and general dissatisfaction with working conditions that can affect employee engagement and finally the business profitability. So HR practitioner is responsible for avoiding any unfair employment practices which result in employee disengagement and poor relations. Employee-employer relations HR practitioner is responsible for strengthening the employer-employee relationship through measuring job satisfaction employee engagement and resolving workplace conflicts. This result in employee loyalty towards employer and more employee engagement thereby improved the performance of the organization. Training and development: Employers are responsible for providing employees with the necessary tools for their success like giving new employees an extensive orientation training to help them in transition into a new organizational culture. HR practitioners also provide leadership training and professional development. Leadership training is required for managers to handle employee relations matters at their department level. Professional development opportunities help employees who are looking for promotions or employees who want a lateral entry into a different department within the same organization. Compensations and benefits: HR practitioner develops realistic compensation structures that are competitive with other organizations competing for employees with similar skills. They conduct extensive surveys to maintain compensation costs in line with the organizations financial status and projected revenue. A comp and benefits specialist negotiates group health coverage rates for employees with insurers and coordinates the activities with the management. HR practitioner is responsible for end to end activities of an organization say it recruitment employee engagement training and development compensations and

slide 3:

benefits etc. he is more accountable for maintaining labor law compliance to provide a safe working environment for employees. The overall performance of an organization is directly related to the efficiency of the HR practitioner in maintaining employer-employee relations.

authorStream Live Help