Hello HR Skippers, Please find attached a very interesting ET Article on Innovative Corporate Designations for an Attempt to Break Hierarchies
From India, Mumbai
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540From India, Mumbai
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This article was also featured in the Economic Times dated 13 April 2012. It is very thought-provoking and requires altogether a different approach to break away from traditions. Only innovative people take the lead in such matters.
From India, Chandigarh
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From India, Chandigarh
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Sir. how to convince the management regarding the same, and as mentioned in the article, its quite easy to implement in small scale Comapnies..!!!!?? How? I disagree somehow.
From India, Bangalore
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From India, Bangalore
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Hello,
Good evening.
Thank you for sharing, but could I have more ideas on this innovative designation? I need to set up new designations in my organization across various departments.
Regards,
Pragya Joshi
prj@odoo.com
From India, Ahmadabad
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Good evening.
Thank you for sharing, but could I have more ideas on this innovative designation? I need to set up new designations in my organization across various departments.
Regards,
Pragya Joshi
prj@odoo.com
From India, Ahmadabad
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Dear Pragya,
The post is more than four years old. It appears that you have delved into it to put forth your similar query.
Keeping the contents of the original post aside, my view is that it is important to foster a culture of innovation in the culture. This kind of culture improves customer satisfaction, helps in improvising the products or services, motivates employees, and so on.
If you just bring in innovative designations and suppose the culture remains outdated, rigid, demands slavish obedience, and the boss shows perpetuating high-handedness. In that case, the change of designations will be cosmetic and equivalent to old wine, old bottle but a change of label. Therefore, please decide what is important to you, cultural change, or just designations.
Take the case of HR professionals. In the erstwhile era, what was personnel management has become HR Management. Few HR professionals have shown ingenuity and have started calling it Human Potential Management (HPM) or Human Capital Management (HCM). Notwithstanding all this, the stature of HR professionals has never changed. They continue to remain disempowered today as much as their predecessors were one to two generations ago. Their parity with counterparts from other functions is elusive as ever!
Thanks,
Dinesh Divekar
From India, Bangalore
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The post is more than four years old. It appears that you have delved into it to put forth your similar query.
Keeping the contents of the original post aside, my view is that it is important to foster a culture of innovation in the culture. This kind of culture improves customer satisfaction, helps in improvising the products or services, motivates employees, and so on.
If you just bring in innovative designations and suppose the culture remains outdated, rigid, demands slavish obedience, and the boss shows perpetuating high-handedness. In that case, the change of designations will be cosmetic and equivalent to old wine, old bottle but a change of label. Therefore, please decide what is important to you, cultural change, or just designations.
Take the case of HR professionals. In the erstwhile era, what was personnel management has become HR Management. Few HR professionals have shown ingenuity and have started calling it Human Potential Management (HPM) or Human Capital Management (HCM). Notwithstanding all this, the stature of HR professionals has never changed. They continue to remain disempowered today as much as their predecessors were one to two generations ago. Their parity with counterparts from other functions is elusive as ever!
Thanks,
Dinesh Divekar
From India, Bangalore
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