hi 2 all i am doing my MS thesis.... HR optimization is a part og my thesis.. i want to ask when HR is said to be optimized?what are the factors are required for HR optimization.
From China, Xian
From China, Xian
Hello,
You have indeed chosen a tough topic for your thesis! Congratulations,
I am sure that you have hands on experience in managing HR in any industry and have developed good insights yourself.
To add to what you may have observed and internalized, permit me to add a typical dimension to the topic.
Organizations are "live" economic entities. Functional arrangement apart, organizations and HR (human beings) is an inseparable relationship.
But that is not all. Optimization, as I like to see, is a definition of people management skills (to get the best out of HR) as a response to any given situation the organization faces and to that very extent, we must appreciate that since no two situations are identical, there simply cannot be "optimization of HR" as a constant! Dynamism is the heart of life-be it for human beings or the organizations. This compels organizations and the HR to continually reconfigure themselves to effectively handle every situation in a uniqueness that it demands (our perception!!). Therefore optimization of HR is, ideally a response of a configuration to deal with any given situation effectively! That means "optimization of HR" (and other resources including the organization itself) will change from time to time. To establish a system that will be capable of creating an appropriate response to deal with a situation is what management is all about!
Therefore it will be easier to first understand the context in which to optimize HR. Could you throw some light on this query please? Forget about this query if you feel I am narrowing the scope of your thesis!
Having said all that I have said so far, I go further and state that notwithstanding the foregoing discussion, it is possible to conceptualize "optimization of HR" for any organization but to do that would mean accepting a broad generalization where the focus/structure and details of the HR would get somewhat distorted! Would you accept that!
Further if you will kindly detail out your ideas and concepts in this regard, one might be able to help in a more meaningful way!
Regards
samvedan
December 21, 2012
----------------------------
From India, Pune
315You have indeed chosen a tough topic for your thesis! Congratulations,
I am sure that you have hands on experience in managing HR in any industry and have developed good insights yourself.
To add to what you may have observed and internalized, permit me to add a typical dimension to the topic.
Organizations are "live" economic entities. Functional arrangement apart, organizations and HR (human beings) is an inseparable relationship.
But that is not all. Optimization, as I like to see, is a definition of people management skills (to get the best out of HR) as a response to any given situation the organization faces and to that very extent, we must appreciate that since no two situations are identical, there simply cannot be "optimization of HR" as a constant! Dynamism is the heart of life-be it for human beings or the organizations. This compels organizations and the HR to continually reconfigure themselves to effectively handle every situation in a uniqueness that it demands (our perception!!). Therefore optimization of HR is, ideally a response of a configuration to deal with any given situation effectively! That means "optimization of HR" (and other resources including the organization itself) will change from time to time. To establish a system that will be capable of creating an appropriate response to deal with a situation is what management is all about!
Therefore it will be easier to first understand the context in which to optimize HR. Could you throw some light on this query please? Forget about this query if you feel I am narrowing the scope of your thesis!
Having said all that I have said so far, I go further and state that notwithstanding the foregoing discussion, it is possible to conceptualize "optimization of HR" for any organization but to do that would mean accepting a broad generalization where the focus/structure and details of the HR would get somewhat distorted! Would you accept that!
Further if you will kindly detail out your ideas and concepts in this regard, one might be able to help in a more meaningful way!
Regards
samvedan
December 21, 2012
----------------------------
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt