Hi Rajat,
Kudos for posting this very interesting article. Now i'm really proud to be part of this fraternity.
I wish you would have posted this on "Confession of a HR Manager" discussion :lol:
Regards,
Ali
From India, Bangalore
6Kudos for posting this very interesting article. Now i'm really proud to be part of this fraternity.
I wish you would have posted this on "Confession of a HR Manager" discussion :lol:
Regards,
Ali
From India, Bangalore
Dear all,
Thank you for overwhelming response..yes 2008 predictions are becoming a reality than before..
A colleague forwarded me this piece on his views about HR & today's scenario and it's future..
In many organizations, existing HR systems are major impediments to creating agile workforces. For the most part, HR systems are designed to reduce variability and to standardize behavior, not to promote flexibility and adaptive behavior.”
How often we are told that the particular employee's performance is not upto the mark and he becomes a star performer when he joins the other company..
HR organizations will become smaller. “Hiring criteria and processes will be altered to reflect agile attributes…Job descriptions will be eliminated and compensation systems redesigned to pay relatively more for enterprise-wide results and relatively less for individual outcomes.” As an HR professional, your job is to create an organization that constantly builds its capacity through building the capacity of the people you employ.
I wonder if this is possible to lay less emphasis on individual outcomes..frankly it has to be a mixed balanced of the two.
The contribution of the HR function to the hiring and development of agile, nimble, resilient people is critical. You design or administer most organizational systems that contribute to agility.
Create selection, testing and hiring criteria that identify diverse, resilient, agile people.
Provide orientation that emphasizes the organization vision and expectations for agility.
Assist and coach leaders to communicate the vision, and design a work environment that removes barriers, de-emphasizes hierarchical control, emphasizes empowerment, and puts people directly into contact with customers and suppliers.
Create flexible job descriptions that change regularly to meet organization needs.
Any ideas or thoughts as how this can be done or implemented?..would appreciate if members can share their experience..
Provide opportunities for people to work on crossfunctional, even virtual, teams that solve a problem or approach a new opportunity.
Create an environment in which diverse ideas, training and education that develop individual capacity, and reading are the norm.
Push decision making throughout the organization so people are not waiting for decisions before taking action.
Design a feedback system that provides ongoing, daily feedback so people always know how they are doing. Invest the time to create a competency-based, individually planned and negotiated, results-based feedback system. Eliminate the traditional performance review.
Reward people who produce results that have wide-ranging impact in the organization. Reward results and impact, not longevity or seniority. Reward, at least, quarterly. Consider sharing profits.
Base promotions on contribution and impact.
Encourage intelligent risk taking and open discussion, and even some conflict over diverse ideas and viewpoints. Avoid “group think” to maintain relationships.
Coach managers to handle their own “people” issues, instead of handling them for them. You build their capability and thus that of your organization as a whole.
How does HR Manager benefits from all this ?..
You directly impact the organization’s bottom line and can expect to influence the overall strategic vision.
You are valued on a par with the people who manage line functions. The HR world is changing.
Recently, I read a job description for an HR Director in US and It basically stated that HR traditionalists who viewed their work as administration and policy making need not apply as the company wanted applications only from candidates willing and able to advise the corporation at the highest, most important strategic level.
Cheers,
Rajat
From India, Pune
Thank you for overwhelming response..yes 2008 predictions are becoming a reality than before..
A colleague forwarded me this piece on his views about HR & today's scenario and it's future..
In many organizations, existing HR systems are major impediments to creating agile workforces. For the most part, HR systems are designed to reduce variability and to standardize behavior, not to promote flexibility and adaptive behavior.”
How often we are told that the particular employee's performance is not upto the mark and he becomes a star performer when he joins the other company..
HR organizations will become smaller. “Hiring criteria and processes will be altered to reflect agile attributes…Job descriptions will be eliminated and compensation systems redesigned to pay relatively more for enterprise-wide results and relatively less for individual outcomes.” As an HR professional, your job is to create an organization that constantly builds its capacity through building the capacity of the people you employ.
I wonder if this is possible to lay less emphasis on individual outcomes..frankly it has to be a mixed balanced of the two.
The contribution of the HR function to the hiring and development of agile, nimble, resilient people is critical. You design or administer most organizational systems that contribute to agility.
Create selection, testing and hiring criteria that identify diverse, resilient, agile people.
Provide orientation that emphasizes the organization vision and expectations for agility.
Assist and coach leaders to communicate the vision, and design a work environment that removes barriers, de-emphasizes hierarchical control, emphasizes empowerment, and puts people directly into contact with customers and suppliers.
Create flexible job descriptions that change regularly to meet organization needs.
Any ideas or thoughts as how this can be done or implemented?..would appreciate if members can share their experience..
Provide opportunities for people to work on crossfunctional, even virtual, teams that solve a problem or approach a new opportunity.
Create an environment in which diverse ideas, training and education that develop individual capacity, and reading are the norm.
Push decision making throughout the organization so people are not waiting for decisions before taking action.
Design a feedback system that provides ongoing, daily feedback so people always know how they are doing. Invest the time to create a competency-based, individually planned and negotiated, results-based feedback system. Eliminate the traditional performance review.
Reward people who produce results that have wide-ranging impact in the organization. Reward results and impact, not longevity or seniority. Reward, at least, quarterly. Consider sharing profits.
Base promotions on contribution and impact.
Encourage intelligent risk taking and open discussion, and even some conflict over diverse ideas and viewpoints. Avoid “group think” to maintain relationships.
Coach managers to handle their own “people” issues, instead of handling them for them. You build their capability and thus that of your organization as a whole.
How does HR Manager benefits from all this ?..
You directly impact the organization’s bottom line and can expect to influence the overall strategic vision.
You are valued on a par with the people who manage line functions. The HR world is changing.
Recently, I read a job description for an HR Director in US and It basically stated that HR traditionalists who viewed their work as administration and policy making need not apply as the company wanted applications only from candidates willing and able to advise the corporation at the highest, most important strategic level.
Cheers,
Rajat
From India, Pune
Hi Rajat,
thats a lot of valuable contribution from you. The fact that you find it relevant tells us a lot about you as an HR. yes all that you have posted is 110% true, relevant and important.
HR's are now not the ppl who will make policies and see that they are followed and refer to employee manual every time.
Today we have more dynamic things to do... and our performance will largely depend on our skills of man management.
People will drive the companies and companies will need ppl who can shape the company career along with their own. Its most important that every employee feels ownership of the company and this is what HR needs to do, make employee feel one with the company.
Its a hard task to accomplish, HR is going to face the most challenges that it has ever faced. New Technologies will take birth to solve and facilitate new problems, but no technology can give us ppl management solutions, this will have to be done by us (HR) as a person.
To achieve the golden mean between ppl management and performance and company goals is what we need to do.
The best solution is to take ppl that suit your company as ppl and not just as technology providers. Technologies can be taught at any age and time.. but the basic attitudes, values, customs and beliefs of a person cannot be changed.
We need to see if attitudes, values, beliefs of a person are suitable.. in line with that of what the company wants it to be as to the persons role in the company.
Right attitude at right place is what going to take the company forward
Companies and HR need to remember its Human Capital is its future... to get the best out of your employees.. give them the best.
Its imp that all of us discuss on this forum what tools we can device to manage our ppl like ppl and not like resources.
Looking forward for a lot of interaction on this
Regards
Rakhi
From India, Pune
thats a lot of valuable contribution from you. The fact that you find it relevant tells us a lot about you as an HR. yes all that you have posted is 110% true, relevant and important.
HR's are now not the ppl who will make policies and see that they are followed and refer to employee manual every time.
Today we have more dynamic things to do... and our performance will largely depend on our skills of man management.
People will drive the companies and companies will need ppl who can shape the company career along with their own. Its most important that every employee feels ownership of the company and this is what HR needs to do, make employee feel one with the company.
Its a hard task to accomplish, HR is going to face the most challenges that it has ever faced. New Technologies will take birth to solve and facilitate new problems, but no technology can give us ppl management solutions, this will have to be done by us (HR) as a person.
To achieve the golden mean between ppl management and performance and company goals is what we need to do.
The best solution is to take ppl that suit your company as ppl and not just as technology providers. Technologies can be taught at any age and time.. but the basic attitudes, values, customs and beliefs of a person cannot be changed.
We need to see if attitudes, values, beliefs of a person are suitable.. in line with that of what the company wants it to be as to the persons role in the company.
Right attitude at right place is what going to take the company forward
Companies and HR need to remember its Human Capital is its future... to get the best out of your employees.. give them the best.
Its imp that all of us discuss on this forum what tools we can device to manage our ppl like ppl and not like resources.
Looking forward for a lot of interaction on this
Regards
Rakhi
From India, Pune
Hello Rajat,
Congratulations !!!!!!!!!!!!
Gr8
Let me tell you that when i started working in way back 1988 , I also acquired a diploma in PM & LL from bahwans ,
The place where i was , that is JAMNAGAR , nobody at that time new what kind of a work a person of admin would be doing.
Usually companies like Digjam and other would hire people from delhi for such posts .
That time every one questioned about the use of my course .
slowly the time passed ,
That same city has the worlds largest refinery, RELIANCE
and i have also worked their.
I did start the concept of Flexi-time working during 1990's , nobody would accept it and it was difficult for me as a woman and mother to work.
but now this concept is accepted all over an also in India.
thus all this means we are right now doing what the predictions were which you have mentioned.
again thanks
"Once you start a working on something, don't be afraid of failure and don't abandon it. People who work sincerely are the happiest"
rima
From India, New Delhi
Congratulations !!!!!!!!!!!!
Gr8
Let me tell you that when i started working in way back 1988 , I also acquired a diploma in PM & LL from bahwans ,
The place where i was , that is JAMNAGAR , nobody at that time new what kind of a work a person of admin would be doing.
Usually companies like Digjam and other would hire people from delhi for such posts .
That time every one questioned about the use of my course .
slowly the time passed ,
That same city has the worlds largest refinery, RELIANCE
and i have also worked their.
I did start the concept of Flexi-time working during 1990's , nobody would accept it and it was difficult for me as a woman and mother to work.
but now this concept is accepted all over an also in India.
thus all this means we are right now doing what the predictions were which you have mentioned.
again thanks
"Once you start a working on something, don't be afraid of failure and don't abandon it. People who work sincerely are the happiest"
rima
From India, New Delhi
Hello Mr Rajat,
Firstly this site is amazing. Its only after visiting this site i came to know there are so many people who are in the field of HR. As in India unlike Finance and Marketing, still HR is undervalued. It is not given much credit. Thus even if i had a liking to specialize in this field i thought in future who would appoint me.Will i get a HR job?If yes how much will i be paid? But after going through this site my attitude towards HR changed. thanks to this site and thanks to all the members.
The article that you have posted was an eye-opener for me. I got to know the future of HR and i can even share it with my other colleagues. The article is so true. It enlightens ones mind. This will also prepare others for the future.
Gr8 Post.
From China, Qinhuangdao
Firstly this site is amazing. Its only after visiting this site i came to know there are so many people who are in the field of HR. As in India unlike Finance and Marketing, still HR is undervalued. It is not given much credit. Thus even if i had a liking to specialize in this field i thought in future who would appoint me.Will i get a HR job?If yes how much will i be paid? But after going through this site my attitude towards HR changed. thanks to this site and thanks to all the members.
The article that you have posted was an eye-opener for me. I got to know the future of HR and i can even share it with my other colleagues. The article is so true. It enlightens ones mind. This will also prepare others for the future.
Gr8 Post.
From China, Qinhuangdao
Dear Rajatji,
The article is excellent as its matching with the reality and the future. It is aou HR people who should be ready to be moulded as per the shape of the organisation.
Tkanks for such a great article.
Mandar Gosavi
From India, Mumbai
The article is excellent as its matching with the reality and the future. It is aou HR people who should be ready to be moulded as per the shape of the organisation.
Tkanks for such a great article.
Mandar Gosavi
From India, Mumbai
Hi This article is so true... ne idea... where you got this from?... may be more gold to dig for in the site? Regards Arvind
From India, Hyderabad
From India, Hyderabad
Hi there,
That was really nice. I also do remember in one of the programmes Mr. Bimal Rath Leading HR professional also talking about the same thing some 5-6 years back.
Though these scenario seems inevitable, a huge daunting task for HR professionals like us is to make our management really understand the importance of this and also the fellow employees how to take best possible advantage out of this and have a great balance of work and personal life.
Regards
Kusumadhar Pandey
From India, Delhi
That was really nice. I also do remember in one of the programmes Mr. Bimal Rath Leading HR professional also talking about the same thing some 5-6 years back.
Though these scenario seems inevitable, a huge daunting task for HR professionals like us is to make our management really understand the importance of this and also the fellow employees how to take best possible advantage out of this and have a great balance of work and personal life.
Regards
Kusumadhar Pandey
From India, Delhi
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