Heed These HR Strategies
Six themes that form prescriptive actions for the HR professional of
the future.
--------------------------------------------------------------------------------
In the book "Tomorrow's HR Management:48 Thought Leaders Call For
Change," editors Dave Ulrich, Michael R. Losey and Gerry Lake identify six
themes that form prescriptive actions for the HR professional of the
future.
a.. Manage Human Resources Like a Business. HR departments must
become more business-focused. This means that HR departments need to have
clear outcomes they deliver to the business with clear theory and foci
guiding action within the department.
b.. Play New Roles. HR professionals will have many new roles to play
in the organization and competitive environment of the future.
c.. Respect History, Create a Future. HR functions need to and have
changed . or have they? Rather than merely live for an uncertain future,
HR work needs to be grounded in its past. The discipline of human
resources has a history that has both good news and bad news. The good news
is that much of the history would be maintained in moving toward the
future. The bad news is that some of that history needs to be changed to
meet the future with competence.
d.. Build an Infrastructure. The HR infrastructure focuses on how the
HR function itself is governed. It deals with issues such as
measurement of HR practices, competencies of HR and the changing role of HR
leaders.
e.. Remember the "Human" in Human Resource. Sometimes, in the quest
to be business partners, HR professionals have focused more on the
business and less on the people side of the business. Under the label of
intellectual or human capital, HR professionals need to keep focusing
their attention on the human side of the enterprise.
f.. Go Global. Technological advances in information, travel, media
and other parts of our lives have made a large world smaller. Changes in
one country are quickly understood and/or adapted throughout the world.
SOURCE: Reprinted with permission from John Wiley & Sons Inc.
Workforce, January 1998, Vol. 77, No. 1, p. 88.
from
Phanish
From India, Hyderabad
1Six themes that form prescriptive actions for the HR professional of
the future.
--------------------------------------------------------------------------------
In the book "Tomorrow's HR Management:48 Thought Leaders Call For
Change," editors Dave Ulrich, Michael R. Losey and Gerry Lake identify six
themes that form prescriptive actions for the HR professional of the
future.
a.. Manage Human Resources Like a Business. HR departments must
become more business-focused. This means that HR departments need to have
clear outcomes they deliver to the business with clear theory and foci
guiding action within the department.
b.. Play New Roles. HR professionals will have many new roles to play
in the organization and competitive environment of the future.
c.. Respect History, Create a Future. HR functions need to and have
changed . or have they? Rather than merely live for an uncertain future,
HR work needs to be grounded in its past. The discipline of human
resources has a history that has both good news and bad news. The good news
is that much of the history would be maintained in moving toward the
future. The bad news is that some of that history needs to be changed to
meet the future with competence.
d.. Build an Infrastructure. The HR infrastructure focuses on how the
HR function itself is governed. It deals with issues such as
measurement of HR practices, competencies of HR and the changing role of HR
leaders.
e.. Remember the "Human" in Human Resource. Sometimes, in the quest
to be business partners, HR professionals have focused more on the
business and less on the people side of the business. Under the label of
intellectual or human capital, HR professionals need to keep focusing
their attention on the human side of the enterprise.
f.. Go Global. Technological advances in information, travel, media
and other parts of our lives have made a large world smaller. Changes in
one country are quickly understood and/or adapted throughout the world.
SOURCE: Reprinted with permission from John Wiley & Sons Inc.
Workforce, January 1998, Vol. 77, No. 1, p. 88.
from
Phanish
From India, Hyderabad
Hi Phanish,
Thank you very much for the valuable H.R.Themes, u informed about. The H.R.'s functions have certainly changed in the LPG Era and hence, there is need for exploring these new themes n come out with best HR policies.
From India, Hyderabad
Thank you very much for the valuable H.R.Themes, u informed about. The H.R.'s functions have certainly changed in the LPG Era and hence, there is need for exploring these new themes n come out with best HR policies.
From India, Hyderabad
Hi
the competency model for the new HR fraternity - the new roles percived and the competencies required to get there are attached
We are finally moving away from the mere support function to the strategic roles. But unlike in US we are still not using Human Capital Indexing (HCI) as a valuation in the Balance sheet. In US most of the companies are using that, i heard am not sure. :)
Only when our people decide to leave the rubberstamp authority to move into the actual delivery we will be reaching the spot we are talking about. What i mean by rubber stamping - is signaure on appointment letters, promotion letters, resignation letters and payroll....... just holding onto it
We speak about the change management but have great amount of resistence amongst our own community. Hence the management is still not recognizing our efforts - am not making a blatant complaint on the whole crowd - but a few rotten apples can spoil the entire basket.......
These are my views. I am not intended to hurt anybody's pride. Thought of sharing my views with you
Hope my friends will take it in the right spirit :)
From India, Bangalore
the competency model for the new HR fraternity - the new roles percived and the competencies required to get there are attached
We are finally moving away from the mere support function to the strategic roles. But unlike in US we are still not using Human Capital Indexing (HCI) as a valuation in the Balance sheet. In US most of the companies are using that, i heard am not sure. :)
Only when our people decide to leave the rubberstamp authority to move into the actual delivery we will be reaching the spot we are talking about. What i mean by rubber stamping - is signaure on appointment letters, promotion letters, resignation letters and payroll....... just holding onto it
We speak about the change management but have great amount of resistence amongst our own community. Hence the management is still not recognizing our efforts - am not making a blatant complaint on the whole crowd - but a few rotten apples can spoil the entire basket.......
These are my views. I am not intended to hurt anybody's pride. Thought of sharing my views with you
Hope my friends will take it in the right spirit :)
From India, Bangalore
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