U.A.C Obeyesekere

The capabilities of an organization in the context of People Management Practices are dependent on the manner in which the HR Strategies have been aligned with Business Strategies.

Current Business Realities require a set of HR Strategies to Drive the Business. Attracting, Recruiting, Developing & Retaining the Best Talent is foremost in the list of HR initiatives to be taken. Consequently, the other key functions of Human Resource Management must be in place and encompass best practices which give a distinct competitive advantage.

The primary goal of Human Resource Management in any organization is to facilitate organizational performance. One of the most effective ways of enhancing organizational performance is by increasing productivity. The American Productivity Centre defines " as the Efficiency with which an organization uses its labour, capital, material and energy resources to produce its output. HR can have a great impact on the labour component by ensuring the commitment of employees and the Management philosophy of individual managers.

HR must create employee inducements that reflect fair & equitable compensationwhich must include base pay, bonus and other financial incentives. Employee Self Development through training, multi-skilling, coaching, counseling and job enrichment would set the tone for a basically satisfied workforce. This must be further tied-up to Objective Performance Management, Career Development, Health Safety & Welfare Measures and an effective system of industrial relations with a open robust communication system which gives opportunities for healthy interaction among the workforce.

Future Business Realities emerge from wide changes occurring in the internal & external environment. Survival in a fast changing environment both for organisations and individuals are not only to adopt themselves but also to actively and consciously join the process and strive to extend their own spheres of influence.

In the changing business scenario, customers will rate organizations more on how people perform. Thus, the management of people becomes a primary sources of differentiation. Hence, HR must align itself with the changing business needs on a continuous basis. There is a need to shift from Todays HR Role to Tomorrows HR Role. Globalisation, Climate Change, a New World Economy, Changing Customer Needs and New Technology keeps on shifting the business world into a new reality, requiring HR to align its strategies using a new blueprint so as to strategically drive people to perform positively.In a practical sense, many companies may find it difficult to change the way people are managed thereby making them continue with past HR practices. Policies & programmes pertaining to HR are not always current with changing business priorities. It is therefore, of paramount importance to implement new methods and practices by adopting to change.