"For companies striving to meet the competitive challenges of today and tomorrow - including globalization, technology, customer demands, profitability through growth, and capacity for change - the management of human resources holds the key to future success." . . .

"For Human Resource Professionals to add value to their increasingly complex businesses, they must perform increasingly complex and at times even paradoxical roles…HR professionals must shift their thinking from "what I do" to "what I deliver" - Dave Ulrich, "Human Resources Champion"

There are an incredible number of pressures on today's organizations. To name a few: environmental pressures such as increasing globalization, rapid technological change, and tougher competition; organizational changes such as new organizational alliances, new structures and hierarchies, new ways of assigning work, and a very high rate of change; changes in the workforce, including employees' priorities, capabilities, and demographic characteristics. Within these pressured organizations, there is a need for (and opportunity for) the human resource function to play a critical role in helping organizations navigate through these transitions. In order to play this role, however, HR will have to increase its real and perceived value.

The role of human resources has been evolving for some time. The shift from "personnel" to "human resources," for example, was part of the movement to acknowledge the value of employees as an organizational resource, and was an attempt to remove some of the stigma that was coming to be associated with slow, bureaucratic personnel departments. This shift in label was accompanied by a call for HR to become a strategic partner with the leaders of the business-to contribute to significant business decisions, advise on critical transitions, and develop the value of the employees-in short, to have a seat at the table. The Human Resources organization in most companies is changing dramatically, which usually translates into smaller, more centralized, with more technology-enabled services and systems.

The 21st century will become the unintended impetus that helped many HR organizations move away from outmoded legacy mainframe systems and initiated the gradual use of more advanced information technologies. More recently, HR has begun to employ ERPs (enterprise resource programs, such as People Soft and SAP), browser based portals with text, data, and simplified point-and-click use, and outsourced service applications, which now enables the HR organization to transform how it works and supports the entire enterprise.

Information technology continues to play a larger role in HR service delivery, and has become both an enabler and a driver for a more effective and efficient HR organization. The question as to how fast this happens in a particular enterprise appears to be largely driven by a company's vision, mission and values. These information technologies (Web, ERP and portals) are also making global systems more of a reality than was thought possible just a couple of years ago.

Indian Institute for Information Technology is a premiere institute in information technology and can help the corporate fraternity in providing cost effective IT tools for ergonomic growth. With the help the seminar we can make the presence of the institute felt in the corporate world and project ourselves as a contributor in their growth towards more intensified IT requirements. We as an institute can act as moderator in intensifying the growth of IT in the organizational process and be the frontrunners in providing the corporate world with the congenial and cost effective opportunities in transforming the workplace to a paper less and IT equipped arena, thus bridging the gap between the IT -management thought process. We may initiate talks in terms of long-term commitments for placements, summer training and projects for our B-Tech and MBA-IT students.

Few companies are exactly where they want to be, but in many firms, HR looks quite different in size and delivery model than it did just a few years ago. And it appears certain that it will look even more different in just a couple of years. A multi-faceted approach is required to delivering HR services that meets the needs of both employees and employers, and positions HR as a significant contributor to organizational success.

HR should be responsible for: strategy execution, administrative efficiency, employee contribution, and capacity for change.
It's clear many of our employees will be operating in a virtual workplace, and HR profesionals should outlines the key elements for leading and motivating this class of worker. They may compare and contrast the elements prompting "manual" employee and "technology" employee productivity. From this analysis, it appears that what we know about improving performance is applicable to both groups, i.e., understanding one's role, being given appropriate autonomy, having the sanction to learn and grow, and being held accountable for results.

Acknowledging the IT implication in the mangement field and the exsisting infrasturcture of the institute ,we can definitly appear as patner which will look into and satisfy the application related IT demands and explore different avenues for the use of IT in management.

Keeping in mind the changing dimension in the HR activities it becomes necessary that we plan and develop strategy to undertake the mammoth task. We must equip our students to with the requirement of the corporate world and encourage them to provide the solutions through the IT way. In doing so we can utilize the event in building direct relationship with the corporate HR department which plays an important role in finalizing the organizational strategies in all fields.

It is clearly time for a quantum leap in the HR field. HR professionals can support this transition by taking seriously the organizational pressures to change, helping to identify ways to measure the value delivered by HR, and conducting meaningful research related to all areas of human performance in tomorrow's organization.

To conclude, the event will open floodgates of opportunities, firstly, for the institute in terms of being the torchbearer to provide IT solutions and also helping the organizations to acknowledge the significance and application of technology. Secondly, for the corporate to narrow down the scope of uncertainty regarding the utilization and importance of IT in organizations for today and tomorrow.