Dear Friends,
Breaking silos
Adoption of agile principles in HR function is now being felt as necessity in business organisations. Agile organisation cannot meet its objectives unless HR function is also transformed and integrated on the same wavelength. Agility in HR is all about their practices and strategies that can drive responsiveness, customer centricity and team based culture challenging the status quo.
By incorporating the agile elements in to HR function it helps create an organisation culture that is more sensitive to the customers’ needs and create value. To become agile, HR needs to change mindset. It needs to break silos. It needs to start looking to the future and not caught up in looking at past or present only. It needs to be futuristic. Mindset is to be changed in respect of moving from executor to strategic role. Silos are to be smashed to look outside, review the practices and respond to fast changing business requirements by leaving behind the mere operational role. Competence of senior management and roles of line managers are to be re-imagined. Line managers are to be equipped to do the job of managing their talent keeping aside HR. Senior management has to be effective in communicating the organisation strategy and change needs to be guided.
While the research studies have concluded that business organisations accept that agility and collaboration are critical to their success, to transform HR in to agile one, it would not be sufficient to become moderator only. Both, the whole organisation and HR must fully embrace agile. HR has continued to provide the same services but in ways that are responsive to the ongoing changes. The ideas of Agile HR should also reflect in people practices and systems. Only lip service or change in words or language while doing conversation will not suffice. By visiting the organisation, one should be able to sense the collaborative work environment. Soft skills for Agile HR are to be modelled and encouraged.
HR with people management expertise can very well put the organisation on a change mode in respect of culture; identify changes related to people, technology, structure and process. HR can help leadership team in setting up change network.
The cover story of this issue is about Agile HR, where Industry HR leaders have shared their experiences, pros and cons, benefits and challenges for making HR function agile. A complete guide indeed!
If you like it let us know. If not, well, let us know that too.
Happy Reading!
regds,
Anil Kaushik,
Business Manager -HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) India
Mob. : 09785585134, 07665913854
Whatsapp No. : 7665913854
http://www.businessmanager.in
From India, Delhi
181Breaking silos
Adoption of agile principles in HR function is now being felt as necessity in business organisations. Agile organisation cannot meet its objectives unless HR function is also transformed and integrated on the same wavelength. Agility in HR is all about their practices and strategies that can drive responsiveness, customer centricity and team based culture challenging the status quo.
By incorporating the agile elements in to HR function it helps create an organisation culture that is more sensitive to the customers’ needs and create value. To become agile, HR needs to change mindset. It needs to break silos. It needs to start looking to the future and not caught up in looking at past or present only. It needs to be futuristic. Mindset is to be changed in respect of moving from executor to strategic role. Silos are to be smashed to look outside, review the practices and respond to fast changing business requirements by leaving behind the mere operational role. Competence of senior management and roles of line managers are to be re-imagined. Line managers are to be equipped to do the job of managing their talent keeping aside HR. Senior management has to be effective in communicating the organisation strategy and change needs to be guided.
While the research studies have concluded that business organisations accept that agility and collaboration are critical to their success, to transform HR in to agile one, it would not be sufficient to become moderator only. Both, the whole organisation and HR must fully embrace agile. HR has continued to provide the same services but in ways that are responsive to the ongoing changes. The ideas of Agile HR should also reflect in people practices and systems. Only lip service or change in words or language while doing conversation will not suffice. By visiting the organisation, one should be able to sense the collaborative work environment. Soft skills for Agile HR are to be modelled and encouraged.
HR with people management expertise can very well put the organisation on a change mode in respect of culture; identify changes related to people, technology, structure and process. HR can help leadership team in setting up change network.
The cover story of this issue is about Agile HR, where Industry HR leaders have shared their experiences, pros and cons, benefits and challenges for making HR function agile. A complete guide indeed!
If you like it let us know. If not, well, let us know that too.
Happy Reading!
regds,
Anil Kaushik,
Business Manager -HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) India
Mob. : 09785585134, 07665913854
Whatsapp No. : 7665913854
http://www.businessmanager.in
From India, Delhi
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