India’s leading M&A Advisors and Business Strategy Consultants
HR has to emerge as a strategic business partner helping the top management build an organisation that is good not just for today, but for tomorrow and beyond..
HR has unfortunately been relegated to a support function across industries. There is a tendency these days to allow HR to handle hygiene issues — perform the personnel role and handle payroll, a predictable training and development role, rolling out the vision document given by the CEO, and so on. There needs to be a clear distinction between ‘Human Resources' and ‘Organisational Development'. That is coming in now. HR is now working with the top management to propel the organisation forward.
From being data-driven, the function has evolved to become technology-driven. It is easy to live under the illusion that if one creates innumerable reports, time sheets, assessment modules (some outsourced) and the like with the use of technology, one has graduated from the personnel function to organisational development. Among the HR practitioners who were seen as best practitioners were those who were most vocal and visible — not necessarily the ones who were successfully contributing to the growth of the organisation as business partners.
There is a realisation now that the function should run in sync with the organisation's vision and road map for growth. Growth of the organisation will come with growth of its people, especially in a people-centric business such as advertising. The reason I moved to advertising was to move to an industry where there is hardly any HR in practice. UCS consultants provide complete hand-holding service to leading companies in transforming their organisations through various strategic interventions, skill development programs and policy developments.
UCS consultants provide complete hand-holding service to leading companies in transforming their organisations through various strategic interventions, skill development programs and policy developments.