DNA of HR
When it is said that HR is all about people, what does it connote? What lies in the DNA of HR? Is it the same as history told us, or is it reinvented? As HR's role continues to evolve and keep pace with the changing needs of business, the historically defined DNA of HR might have been true in the past, but now it is being redefined away from past decodification.
Being in the people services business, it is now all about adding value to business through people in a systematic way. This is the new DNA of HR. Adding value not only in terms of numbers but through intangibles too. HR has enormous opportunities to be not simply a business partner but to rise to the level of a business leader. It indicates a significant change. In the globalized economy, nothing is certain. Focusing on individuals and their capabilities in developing a culture of performance helps HR become a catalyst in sharing common business goals.
For adding value, you need not really keep relationships away. It may not be a good proposition. HR cannot afford to be a mechanically propelled function. Real value to business can only be added when there is a balance between high touch and high tech. It is established through many researches and studies that CEOs spend considerable time on HR issues, and this function has drawn their attention. It becomes more serious for HR to define deliverables and work on them. HR has to think, speak, and act like a business person with the power of people in mind.
The ability to generate value for business is directly proportionate to the ability of HR in developing leadership at all levels, disseminating knowledge, growing learning opportunities, encouraging divergent and dissenting voices and self-criticism, challenging the status quo, and developing people adaptable to change and promoting integration.
In this first issue of 2016 cover story, BM speaks to two great minds of the world on the DNA of HR. Dave Ulrich from the West and T V Rao from the East have redefined the complexities of HR at the global level as to how HR should move forward to remain relevant in business. It is really exciting to have these two legends together expressing freely on various dimensions.
We have one more special feature for you in this issue. Noted HR personalities like Prasanth Nair, Bimal Rath, Chandan Chattaraj, Mohinish Sinha, Vinod Bidwaik, and Sanjay Vats tell you about trends and challenges that are going to influence the HR function in this coming year. A complete knowledge-packed issue as ever before.
Wishing you a very happy and prosperous 2016!
Regards
When it is said that HR is all about people, what does it connote? What lies in the DNA of HR? Is it the same as history told us, or is it reinvented? As HR's role continues to evolve and keep pace with the changing needs of business, the historically defined DNA of HR might have been true in the past, but now it is being redefined away from past decodification.
Being in the people services business, it is now all about adding value to business through people in a systematic way. This is the new DNA of HR. Adding value not only in terms of numbers but through intangibles too. HR has enormous opportunities to be not simply a business partner but to rise to the level of a business leader. It indicates a significant change. In the globalized economy, nothing is certain. Focusing on individuals and their capabilities in developing a culture of performance helps HR become a catalyst in sharing common business goals.
For adding value, you need not really keep relationships away. It may not be a good proposition. HR cannot afford to be a mechanically propelled function. Real value to business can only be added when there is a balance between high touch and high tech. It is established through many researches and studies that CEOs spend considerable time on HR issues, and this function has drawn their attention. It becomes more serious for HR to define deliverables and work on them. HR has to think, speak, and act like a business person with the power of people in mind.
The ability to generate value for business is directly proportionate to the ability of HR in developing leadership at all levels, disseminating knowledge, growing learning opportunities, encouraging divergent and dissenting voices and self-criticism, challenging the status quo, and developing people adaptable to change and promoting integration.
In this first issue of 2016 cover story, BM speaks to two great minds of the world on the DNA of HR. Dave Ulrich from the West and T V Rao from the East have redefined the complexities of HR at the global level as to how HR should move forward to remain relevant in business. It is really exciting to have these two legends together expressing freely on various dimensions.
We have one more special feature for you in this issue. Noted HR personalities like Prasanth Nair, Bimal Rath, Chandan Chattaraj, Mohinish Sinha, Vinod Bidwaik, and Sanjay Vats tell you about trends and challenges that are going to influence the HR function in this coming year. A complete knowledge-packed issue as ever before.
Wishing you a very happy and prosperous 2016!
Regards
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