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Phanish
1

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
noojilla
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
Rajesh Balasubramanian
3

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
Attached Files (Download Requires Membership)
File Type: pdf compmodel_for_hr_211.pdf (38.4 KB, 720 views)

tsivasankaran
367

Hi Thessa
Welcome to citehr.
Please the dates of postings. These posts you have read were in the year 2005 and you are responding in the year 2008.
Just have a look at the dates and you would know whether they are in the active list
Best wishes
Siva

From India, Chennai
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