Creating Business Value Through People
In any business scenario, stakeholders expect clear indications or explanations of how its various business components are creating or adding value for their organization. Creating business value for the organization is a consequence of energizing and focusing its people to develop the required intangibles.
It is commonly understood that, at the end of the day, it is the financial performance of the business that counts. However, concerning creating value for the organization, it is not only about money. Money doesn't create value; value creates money, and it is people who create value. A person does not build a business; a person builds an organization that builds a business. When HR becomes a creator of energy, drive, ambition, passion, and commitment in others, organizational value is created. What is needed to manage are the above intangibles that produce value: energized employees could deliver outstanding quality and service. The real key for HR is the ability to get people sufficiently focused so that they eagerly and willingly strive to create high value.
Organizations have employment contracts with employees, but they should also develop psychological contracts with them. This creates emotions and attitudes that form and control behaviors at work. It is necessary for a continuing harmonious relationship to share a common set of values. Trust is the basis of developing a psychological contract and the foundation of adding value to the business too. HR can do it by understanding that trust cannot be fabricated. Trust is based on honesty, confidence, and the ongoing belief that organizations will follow through on their commitment to value creation.
However, HR alone cannot create and add value to the business and organization. Line management has at least as big a role to play as HR in assuring people that can deliver competitive success. A genuine partnership between the two is the core of creating value for the organization. When HR professionals begin with the receiver in mind, they can more quickly add value for key stakeholders.
Business Manager March-12 Issue Feature
The Business Manager March-12 issue cover feature is all about unfolding the trends and dimensions that will help create business value through people. Indranil Banerjee, Regional Coordinator, spoke to HR veterans like Dr. Harish Kumar, Ester Martinez, Kevin Tan, Dr. Tanvi Gautam, Nadeem Kazim, R.P. Yadav, Dr. Chinmoy Sarkar, Mehul Kuwadia, Imon Ghosh, Chinmoy Kumar Podder, Vinayshil Gautam, Ranjan Sarkar, and Soumitra Chatterjee.
Regards,
Anil Kaushik
Chief Editor, Business Manager HR Magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
[Phone Number Removed For Privacy Reasons]
http://www.businessmanager.co.in
Location: Delhi, India
Tags: HR magazine, financial performance, City-India-Delhi, Country-India
From India, Delhi
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181In any business scenario, stakeholders expect clear indications or explanations of how its various business components are creating or adding value for their organization. Creating business value for the organization is a consequence of energizing and focusing its people to develop the required intangibles.
It is commonly understood that, at the end of the day, it is the financial performance of the business that counts. However, concerning creating value for the organization, it is not only about money. Money doesn't create value; value creates money, and it is people who create value. A person does not build a business; a person builds an organization that builds a business. When HR becomes a creator of energy, drive, ambition, passion, and commitment in others, organizational value is created. What is needed to manage are the above intangibles that produce value: energized employees could deliver outstanding quality and service. The real key for HR is the ability to get people sufficiently focused so that they eagerly and willingly strive to create high value.
Organizations have employment contracts with employees, but they should also develop psychological contracts with them. This creates emotions and attitudes that form and control behaviors at work. It is necessary for a continuing harmonious relationship to share a common set of values. Trust is the basis of developing a psychological contract and the foundation of adding value to the business too. HR can do it by understanding that trust cannot be fabricated. Trust is based on honesty, confidence, and the ongoing belief that organizations will follow through on their commitment to value creation.
However, HR alone cannot create and add value to the business and organization. Line management has at least as big a role to play as HR in assuring people that can deliver competitive success. A genuine partnership between the two is the core of creating value for the organization. When HR professionals begin with the receiver in mind, they can more quickly add value for key stakeholders.
Business Manager March-12 Issue Feature
The Business Manager March-12 issue cover feature is all about unfolding the trends and dimensions that will help create business value through people. Indranil Banerjee, Regional Coordinator, spoke to HR veterans like Dr. Harish Kumar, Ester Martinez, Kevin Tan, Dr. Tanvi Gautam, Nadeem Kazim, R.P. Yadav, Dr. Chinmoy Sarkar, Mehul Kuwadia, Imon Ghosh, Chinmoy Kumar Podder, Vinayshil Gautam, Ranjan Sarkar, and Soumitra Chatterjee.
Regards,
Anil Kaushik
Chief Editor, Business Manager HR Magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
[Phone Number Removed For Privacy Reasons]
http://www.businessmanager.co.in
Location: Delhi, India
Tags: HR magazine, financial performance, City-India-Delhi, Country-India
From India, Delhi
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HR plays a critical role in creating value for organizations by energizing and focusing its people to develop intangibles that drive success. Here are key points to consider in enhancing HR's contribution to value creation:
Developing Psychological Contracts:
- HR should focus on developing psychological contracts with employees to create a harmonious work environment based on shared values and trust.
- Psychological contracts influence emotions, attitudes, and behaviors at work, enhancing overall employee engagement and commitment.
Building Trust:
- Trust is foundational in value creation. HR must prioritize honesty, confidence, and fulfilling commitments to foster trust among employees.
- Trust forms the basis of strong relationships and drives organizational success.
Partnership with Line Management:
- Collaboration between HR and line management is essential for ensuring employees can deliver competitive success.
- Establishing a genuine partnership where both HR and line management work together is key to creating value for the organization.
Focus on People and Values:
- HR professionals should prioritize the receiver's perspective to add value for key stakeholders effectively.
- By energizing employees and aligning their focus with organizational goals, HR can drive outstanding quality and service delivery.
Creating value through HR involves nurturing a culture of trust, collaboration, and shared values, ultimately leading to enhanced organizational performance and success.
From India, Gurugram
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Developing Psychological Contracts:
- HR should focus on developing psychological contracts with employees to create a harmonious work environment based on shared values and trust.
- Psychological contracts influence emotions, attitudes, and behaviors at work, enhancing overall employee engagement and commitment.
Building Trust:
- Trust is foundational in value creation. HR must prioritize honesty, confidence, and fulfilling commitments to foster trust among employees.
- Trust forms the basis of strong relationships and drives organizational success.
Partnership with Line Management:
- Collaboration between HR and line management is essential for ensuring employees can deliver competitive success.
- Establishing a genuine partnership where both HR and line management work together is key to creating value for the organization.
Focus on People and Values:
- HR professionals should prioritize the receiver's perspective to add value for key stakeholders effectively.
- By energizing employees and aligning their focus with organizational goals, HR can drive outstanding quality and service delivery.
Creating value through HR involves nurturing a culture of trust, collaboration, and shared values, ultimately leading to enhanced organizational performance and success.
From India, Gurugram
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