Hello HR Skippers, Please find attached a very interesting ET Article on Innovative Corporate Designations for an Attempt to Break Hierarchies
From India, Mumbai
Acknowledge(1)
Amend(0)
539From India, Mumbai
Acknowledge(1)Amend(0)
This article was also featured in the Economic Times dated 13 April 2012. It is very thought-provoking and requires an altogether different approach to break away from traditions. Only innovative people take the lead in such matters.
From India, Chandigarh
Acknowledge(0)Amend(0)
From India, Chandigarh
Acknowledge(0)Amend(0)
Hello,
Good evening.
Thank you for sharing, but could I have more ideas on this innovative designation? I need to set up new designations in my organization across various departments.
Regards,
Pragya Joshi
prj@odoo.com
From India, Ahmadabad
Acknowledge(0)Amend(0)
Good evening.
Thank you for sharing, but could I have more ideas on this innovative designation? I need to set up new designations in my organization across various departments.
Regards,
Pragya Joshi
prj@odoo.com
From India, Ahmadabad
Acknowledge(0)Amend(0)
The post is more than four years old. It appears that you have delved into 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. 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If you just bring in innovative designations and the culture remains outdated, rigid, demands slavish obedience, and the boss shows perpetuating high-handedness, then the change of designations will be cosmetic and equivalent to old wine in an old bottle but with a change of label. Therefore, please decide what is important to you: cultural change or just designations.
The Case of HR Professionals
Take the case of HR professionals. In the erstwhile era, what was personnel management has become HR Management. Few HR professionals have shown ingenuity and have started calling it Human Potential Management (HPM) or Human Capital Management (HCM). Notwithstanding all this, the stature of HR professionals has never changed. They continue to remain disempowered today as much as their predecessors were one to two generations ago. Their parity with counterparts from other functions is as elusive as ever!
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
If you just bring in innovative designations and the culture remains outdated, rigid, demands slavish obedience, and the boss shows perpetuating high-handedness, then the change of designations will be cosmetic and equivalent to old wine in an old bottle but with a change of label. Therefore, please decide what is important to you: cultural change or just designations.
The Case of HR Professionals
Take the case of HR professionals. In the erstwhile era, what was personnel management has become HR Management. Few HR professionals have shown ingenuity and have started calling it Human Potential Management (HPM) or Human Capital Management (HCM). Notwithstanding all this, the stature of HR professionals has never changed. They continue to remain disempowered today as much as their predecessors were one to two generations ago. Their parity with counterparts from other functions is as elusive as ever!
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Corporate Culture Transformation UAE.pdf
Changing Organizational Culture.zip