A new role for HR head.

At macro structure,to enhance flexibility layers must be lowered; will assist faster appreciation of business strategies and at the same time easen communication channels ensuring clarity and openness ; At resourcing and planning level, an area that needs to be cleaned up is employment contracts; Allocate a higher percentage of Employment expenses under Capital budgeting; provide for temp staffing; vacation policies; Cafeteria options in Contracts ;supportive C&B elements designed to meet employee needs rather than administration convenience.; there can be a case for merger of salary bands. and Titles taken closer to functions;without 'managerial label frills'; clustered to job families built around functional needs of organization; dispense with job evaluation points,grading and classifications; rather go for seamless integration. Maintenance perspectives need to shift from conventional wage and salary administration to closer monitoring of employee performance; supported by a dedicated Performance Management Budget and Delegation of Authority for Review and its administration ; reviewed periodically by Board level Compensation Review Committees. There need to be Factors and Parameters identified to monitor all the above by HR Manager.