There is a popular saying that the only thing that does not change is change, and this is true for many areas of our lives since everything is in a state of flux. We age, our attitudes change, our atomic and cellular structure changes giving us new cells, skin layers, and thought patterns over a period of time. Some fight change, and others embrace it willingly. Being resistant to change will only hamper our own growth, and we will be living in the past, frozen in time, and mostly immobile. This applies equally to the field of Human Resources too.
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From Sri Lanka, Kolonnawa
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32[Please note: The download link provided in the original text has not been included in the corrected version.]
From Sri Lanka, Kolonnawa
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Hi,
It was a great article on change. Thus, the caution is that we must also be careful with change and should not change for the sake of changing but must examine our inner motives carefully so that we do not allow ourselves to be consumed by our own wrong motives.
Sir, can you please explain the below point with some more examples:
Thus, the HR trend is moving from HRD to HRM and now it is into HRW (Human Resource Wellness).
Regards,
Swapna
From India, Hyderabad
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It was a great article on change. Thus, the caution is that we must also be careful with change and should not change for the sake of changing but must examine our inner motives carefully so that we do not allow ourselves to be consumed by our own wrong motives.
Sir, can you please explain the below point with some more examples:
Thus, the HR trend is moving from HRD to HRM and now it is into HRW (Human Resource Wellness).
Regards,
Swapna
From India, Hyderabad
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Wellness is a dynamic process involving the harmony of physical, emotional, spiritual, social, intellectual, occupational, and environmental well-being. It enables individuals, families, and communities to function to the best of their ability within their environment.
Total Quality Wellness is based on:
1. Healthy Corporate Culture
2. Humor in the workforce
3. Happy workplace
4. Holistic approach to HR
So, as you see, the HR scope has now expanded from the narrow confines to embrace a far greater holistic output.
A new book, "Wellness at Work: Protecting and Promoting Employees' Health and Well-being," aims to help organizations tackle stress-related sickness and absence. It offers advice on how to limit stress and create an environment in which employees feel able to perform to the best of their abilities because they are as healthy as they can be and because they feel valued and motivated.
The book provides a comprehensive look at what organizations need to do beyond simple compliance and health and safety.
Lynda Macdonald, author of the book, says, "Implementing positive health and well-being initiatives is a sound business investment. Although the results can be hard to measure and will often be long-term rather than immediate, organizations that introduce such measures are likely to reap considerable benefits.
"Valuing staff not only encourages a more content and valued workforce but also helps gain significant rewards in the business sense. It will help create a more efficient and productive workforce with less time off due to sickness, and consequent reduction in the direct and indirect costs of such absence."
Frankly, I believe the time has come for the Human Resource function to transcend the traditional thinking molds and its preoccupation with routine issues to encompass the following:
The repository of Organizational knowledge is in the collective consciousness of its employees, which constitutes the Organizational mind. This would then become the domain of HR leaders to understand and appreciate the subtle workings of consciousness and help redirect the Organization to face new challenges boldly.
This would require a deviation from piecemeal, linear thinking and embrace non-traditional forms of thought that value systems thinking and brain re-engineering.
The concepts I have introduced through E-Consciousness will help appreciate different strands of consciousness and help refine subtle levels until it works coherently in an enlivened state.
I call upon serious-minded professionals to assist in the creation of a new breed of HR Practitioners who are non-linear whole-brain thinkers. They are the change agents and value-centric leaders who will help Organizations reach newer horizons in the 21st century as the world is certain to face many uncertain periods in its entire history.
In the coming days, I shall share more on the E-Consciousness concept and my findings.
From Sri Lanka, Kolonnawa
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Total Quality Wellness is based on:
1. Healthy Corporate Culture
2. Humor in the workforce
3. Happy workplace
4. Holistic approach to HR
So, as you see, the HR scope has now expanded from the narrow confines to embrace a far greater holistic output.
A new book, "Wellness at Work: Protecting and Promoting Employees' Health and Well-being," aims to help organizations tackle stress-related sickness and absence. It offers advice on how to limit stress and create an environment in which employees feel able to perform to the best of their abilities because they are as healthy as they can be and because they feel valued and motivated.
The book provides a comprehensive look at what organizations need to do beyond simple compliance and health and safety.
Lynda Macdonald, author of the book, says, "Implementing positive health and well-being initiatives is a sound business investment. Although the results can be hard to measure and will often be long-term rather than immediate, organizations that introduce such measures are likely to reap considerable benefits.
"Valuing staff not only encourages a more content and valued workforce but also helps gain significant rewards in the business sense. It will help create a more efficient and productive workforce with less time off due to sickness, and consequent reduction in the direct and indirect costs of such absence."
Frankly, I believe the time has come for the Human Resource function to transcend the traditional thinking molds and its preoccupation with routine issues to encompass the following:
The repository of Organizational knowledge is in the collective consciousness of its employees, which constitutes the Organizational mind. This would then become the domain of HR leaders to understand and appreciate the subtle workings of consciousness and help redirect the Organization to face new challenges boldly.
This would require a deviation from piecemeal, linear thinking and embrace non-traditional forms of thought that value systems thinking and brain re-engineering.
The concepts I have introduced through E-Consciousness will help appreciate different strands of consciousness and help refine subtle levels until it works coherently in an enlivened state.
I call upon serious-minded professionals to assist in the creation of a new breed of HR Practitioners who are non-linear whole-brain thinkers. They are the change agents and value-centric leaders who will help Organizations reach newer horizons in the 21st century as the world is certain to face many uncertain periods in its entire history.
In the coming days, I shall share more on the E-Consciousness concept and my findings.
From Sri Lanka, Kolonnawa
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Change Management.ppt