Employee Empowerment has been a popular HR Jargon for long. However, the latest buzzword in corporate parlance is ‘HR Empowerment’
Powerful people weren’t born powerful. They are skilled individuals who go on to become powerful through the respect cultivated through their consistent use of time tested resources.
Experts gathered at Personal Swiss an HR exhibition held in Zurich, Switerzerland, claim that only a few HR executives are involved in core strategic planning activities. One of the reasons for this may be that HR, in many enterprises, is seen as a cost factor than a value factor., & HR targets are often set with a focus on short term cost reduction than long-term value generation, they emphasizes.
Alexander R Petsch, CEO, Spring Messe Management , a company based in Germany that organizes HR exhibitions in different countries, explains below why the concept of HR Empowerment will take time to be implemented:
1. Rethink: In order to empower HR for more important functions, besides administrative, the management has to revise their thinking. HR is not able to sell its services well within the company. Hence , the management often underestimates HR’s valuable knowledge.
2. Realise: Most companies discuss the role of HR as a business partner but don’t know how to marry HR needs with that of the management’s.
3. Revise: For HR to be taken seriously by the management , they have to deliver reliable figures.
But Peter Petsch also provides three ways through which the role of HR can be empowered:
1 Partner: A business partnership, is only possible if HR is given the decision-making power and that, it should be represented in the highest executives committess including board of directors.
2. Position: For the HR department to have more capacities for new strategies, administrative tasks should , if possible , be transferred to shared service centres.
3.Practice: Empowering HR also means strengthening their skills & expertise to face bigger challenges. Business knowledge is a must, as well as basic knowledge of the respective operations. Hence a stronger orientation towards further education is crucial.
Thanks,
Celebrate Life!
~Meenakshi~
From India, Delhi
Acknowledge(0)
Amend(0)
4Powerful people weren’t born powerful. They are skilled individuals who go on to become powerful through the respect cultivated through their consistent use of time tested resources.
Experts gathered at Personal Swiss an HR exhibition held in Zurich, Switerzerland, claim that only a few HR executives are involved in core strategic planning activities. One of the reasons for this may be that HR, in many enterprises, is seen as a cost factor than a value factor., & HR targets are often set with a focus on short term cost reduction than long-term value generation, they emphasizes.
Alexander R Petsch, CEO, Spring Messe Management , a company based in Germany that organizes HR exhibitions in different countries, explains below why the concept of HR Empowerment will take time to be implemented:
1. Rethink: In order to empower HR for more important functions, besides administrative, the management has to revise their thinking. HR is not able to sell its services well within the company. Hence , the management often underestimates HR’s valuable knowledge.
2. Realise: Most companies discuss the role of HR as a business partner but don’t know how to marry HR needs with that of the management’s.
3. Revise: For HR to be taken seriously by the management , they have to deliver reliable figures.
But Peter Petsch also provides three ways through which the role of HR can be empowered:
1 Partner: A business partnership, is only possible if HR is given the decision-making power and that, it should be represented in the highest executives committess including board of directors.
2. Position: For the HR department to have more capacities for new strategies, administrative tasks should , if possible , be transferred to shared service centres.
3.Practice: Empowering HR also means strengthening their skills & expertise to face bigger challenges. Business knowledge is a must, as well as basic knowledge of the respective operations. Hence a stronger orientation towards further education is crucial.
Thanks,
Celebrate Life!
~Meenakshi~
From India, Delhi
Acknowledge(0)Amend(0)
Dear Meenakshi,
Thanks for the post. It would have been nicer if you were generous enough to name the source from where you have taken this article, namely, The Times Ascent - The Times of India dated 11th June 2008. My sincere apologies if I have offended you in any way.
Best Wishes & Regards,
Debashis
From India, Lucknow
Acknowledge(0)Amend(0)
Thanks for the post. It would have been nicer if you were generous enough to name the source from where you have taken this article, namely, The Times Ascent - The Times of India dated 11th June 2008. My sincere apologies if I have offended you in any way.
Best Wishes & Regards,
Debashis
From India, Lucknow
Acknowledge(0)Amend(0)
Dear Debashis,
It was a mistake that the source got omitted. I actually posted this email to my people yesterday (with the source mentioned in it) and thought I should also share it with all of you. It was purely by mistake.
Cheers,
Celebrate Life!
~Meenakshi~
From India, Delhi
Acknowledge(0)Amend(0)
It was a mistake that the source got omitted. I actually posted this email to my people yesterday (with the source mentioned in it) and thought I should also share it with all of you. It was purely by mistake.
Cheers,
Celebrate Life!
~Meenakshi~
From India, Delhi
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Implementing hr strategic planning.doc
Strategic-hr-ma nagement2_422.p df
HR Planning-ACC.zi p