Hello HR Skippers, Please find attached a very interesting ET Article on Innovative Corporate Designations for an Attempt to Break Hierarchies
From India, Mumbai
539From India, Mumbai
This article too was in the Economic Times date 13 April 2012. It is very thought provoking and require altogether a different approach to break away from traditions. Only the innovative people take lead in such matters.
From India, Chandigarh
From India, Chandigarh
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
From India, Bangalore
Hello,
Good Evening
Thanks for sharing but can i have more ideas on this innovative designation as i need to setup new designations in my organisation and various departments.
Regards
Pragya Joshi
From India, Ahmadabad
Good Evening
Thanks for sharing but can i have more ideas on this innovative designation as i need to setup new designations in my organisation and various departments.
Regards
Pragya Joshi
From India, Ahmadabad
Dear Pragya,
The post is more than four-year old. It appears that you have delved 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If you just bring in innovative designations and suppose culture remains outdated, rigid, demands slavish obedience and boss shows perpetuating highhandedness. In that case, the change of designations will be cosmetic and equivalent to old wine, old bottle but 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 shows ingenuity and have started calling it as Human Potential Management (HPM) or Human Capital Management (HCM). Notwithstanding all this, stature of HR professionals has never changed. They continue to remain disempowered today as much their predecessors were in 1-2 generations ago. Their parity with counterparts from other functions is elusive as ever!
Thanks,
Dinesh Divekar
From India, Bangalore
The post is more than four-year old. It appears that you have delved 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 culture remains outdated, rigid, demands slavish obedience and boss shows perpetuating highhandedness. In that case, the change of designations will be cosmetic and equivalent to old wine, old bottle but 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 shows ingenuity and have started calling it as Human Potential Management (HPM) or Human Capital Management (HCM). Notwithstanding all this, stature of HR professionals has never changed. They continue to remain disempowered today as much their predecessors were in 1-2 generations ago. Their parity with counterparts from other functions is elusive as ever!
Thanks,
Dinesh Divekar
From India, Bangalore
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