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.
- 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.
- Play New Roles. HR professionals will have many new roles to play in the organization and competitive environment of the future.
- 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.
- 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.
- 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.
- 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
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1Six 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.
- 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.
- Play New Roles. HR professionals will have many new roles to play in the organization and competitive environment of the future.
- 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.
- 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.
- 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.
- 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
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Hi Phanish,
Thank you very much for the valuable HR themes you informed me about. The HR functions have certainly changed in the LPG Era, and hence, there is a need for exploring these new themes and coming out with the best HR policies.
From India, Hyderabad
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Thank you very much for the valuable HR themes you informed me about. The HR functions have certainly changed in the LPG Era, and hence, there is a need for exploring these new themes and coming out with the best HR policies.
From India, Hyderabad
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Hi,
The competency model for the new HR fraternity - the new roles perceived 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 the US, we are still not using Human Capital Indexing (HCI) as a valuation in the balance sheet. In the US, most of the companies are using that, I heard; I am not sure. :)
Only when our people decide to leave the rubber stamp authority to move into the actual delivery will we reach the spot we are talking about. What I mean by rubber stamping - is signature on appointment letters, promotion letters, resignation letters, and payroll... just holding onto it.
We speak about change management but have a great amount of resistance amongst our community. Hence, the management is still not recognizing our efforts. I 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
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The competency model for the new HR fraternity - the new roles perceived 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 the US, we are still not using Human Capital Indexing (HCI) as a valuation in the balance sheet. In the US, most of the companies are using that, I heard; I am not sure. :)
Only when our people decide to leave the rubber stamp authority to move into the actual delivery will we reach the spot we are talking about. What I mean by rubber stamping - is signature on appointment letters, promotion letters, resignation letters, and payroll... just holding onto it.
We speak about change management but have a great amount of resistance amongst our community. Hence, the management is still not recognizing our efforts. I 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
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Hi Thessa,
Welcome to citehr. Please check the dates of the postings. The posts you have read were from the year 2005, and you are responding in the year 2008. Just take a look at the dates, and you will see if they are in the active list.
Best wishes,
Siva
From India, Chennai
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Welcome to citehr. Please check the dates of the postings. The posts you have read were from the year 2005, and you are responding in the year 2008. Just take a look at the dates, and you will see if they are in the active list.
Best wishes,
Siva
From India, Chennai
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