Dear Professional Associates,
This is the most amazing article I've come across in
recent times. Mind you the author has penned this in
1998 and was at that time looking at ten years ahead
to explain the scenario. At this point of time we are
just three years away from the time stated and how
true it is till now.
One can only look at this piece in awe and salute
Floyd Kemske for what a wonderful visionary he is.
Sit back read and enjoy, while you prepare yourself
for the future...
60 HR Predictions for 2008
By Floyd Kemske
The top 10 predictions in Workplace Flexibility,
Global Business, Work and Society, Workforce
Development, Definition of Jobs, and Strategic Role of
HR.
Workplace Flexibility
Collaborative cultures will be the workplace model.
Creative employment contracts will support more time
off, flexibility in hours and work location,
technological job aids and more pay at risk with
significant upside potential.
Company intranets will become a major tool for
communication, training and benefits administration;
HR will play a leading role in developing this
important tool.
Intelligence through knowledge transfer capability
will separate the best employees from the rest.
Employees will have more and more choices about work
arrangements, allowing them to meet their individual
needs.
Work hours scheduling will become less important as
organizations focus on performance and results.
Company facilities will become "virtual" through
work-at-home, telecommuting and outsourcing.
The workweek will be less structured—employees will
still work 40-plus hours, but at varied times and
places other than the office.
Legislation will lead to greater portability of
health, welfare and retirement benefits.
Free-lance teams of generic problem solvers will
market themselves as alternatives to permanent workers
or individual temps.
Global Business
The role of corporate HR will change to that of
creator of overall values and direction, and will be
implemented by local HR departments in different
countries.
Technology, especially the Internet, will enable more
businesses to enter the global marketplace.
HR professionals will have advanced acumen in
international business practices, international labor
laws, multicultural sensitivities and multiple
languages.
HR professionals will need to be knowledgeable of
other cultures, languages and business practices to
help their companies find and enter more markets.
HR people will have to understand other cultures and
help people work with, and transfer among, various
cultures.
Megaglobal business alliances will grow in number and
scope, requiring great finesse on the part of the HR
professional.
There will be an explosive growth of companies doing
business across borders, and it will be the most
significant change for the economy in modern times.
Cultural understanding and sensitivity will become
much more important for the HR professional of the
future, whereas multiple language ability isn't going
to become a necessary competency.
The continued emergence of a world marketplace will
require development of an international workforce.
Small teams of HR professionals will focus on
providing performance improvement consulting services
to a variety of locations around the world.
Work and Society
Family and life interests will play a more prevalent
role in people's lives and a greater factor in
people's choices about work—there will be more of a
"work to live" than a "live to work" mentality.
Employees will demand increases in workplace
flexibility to pursue life interests.
Dual-career couples will refuse to make the sacrifices
required today in their family lives and more people
(not just women) will opt out of traditional careers.
Families will return to the center of society; work
will serve as a source of cultural connections and
peripheral friendships.
Workers will continue to struggle with their need for
work/ life balance, and it will get worse.
Integration of work with quality-of-life initiatives
will create solutions to problems formerly seen as the
responsibility of government.
Community involvement and social responsibility will
become part of an organization's business vision.
"Cocooning" will become more popular as workers look
to their homes for refuge from the pressures of a more
competitive workplace and depersonalized society.
Just as defined-contribution plans have begun to take
over from Social Security, companies will take on
responsibility for elder care, long-term care and
other social needs through cafeteria-style benefits
programs.
Those people who refuse or are unable to adapt to new
technologies will find they're working harder and
accomplishing less.
Workforce Development
Lifelong learning will be a requirement.
The focus of training/learning activities will be on
performance improvement and not just on skill
building.
Employees with varied skills and competencies will be
valued more highly than those with a depth of
expertise in a single area.
Problem solving and decision making will become a
required curriculum with practical work problems as
the training medium.
Training will be delivered "just in time," wherever
people need it, using a variety of technologies.
Companies will demand constant personal growth, and
employees will respond positively to higher
expectations.
It will not be possible to survive in the workplace
without basic computer skills.
People who can learn new skills/competencies quickly
will be highly valued in a faster changing world.
Team projects and special assignments will be a major
factor in personal development.
As the computer-savvy generation is more assimilated
into the workforce, employees will become much more
productive in complex tasks and less dependent on
other people and departments.
Definition of Jobs
Organizations won't pay for the value of the job but
for the value of the person.
Versatility will be the key factor in determining
employee value with strategic thinking, leadership,
problem solving, technology and people skills close
behind.
Compensation systems will be linked to business
outcomes.
All jobs will require higher levels of computer
skills.
Positions will be organized in teams focused on a
task, not organized around a hierarchy.
Positions will be defined by the competencies needed
to be performed.
Employees will be more independent, moving from
project to project within their organizations.
Many jobs will be redesigned to be much broader in
scope, especially in management positions, resulting
in leaner head counts.
Employees will be increasingly measured by how much
value they contribute to the business, not by whether
they fulfilled predetermined objectives.
Work will be more challenging, and jobs will become
increasingly complex.
Strategic Role of HR
Successful HR departments will focus on organizational
performance.
HR's value will be to have the right people ready at
the right time: recruiting leaders to join the
company's mix of talent and keeping the "bench" full
of enabled, competent workers.
The focus of the HR function will be human capital
development and organizational productivity; HR may be
renamed to reflect this.
HR will evolve from strategic business partnership to
strategic business leadership (driving change and
results, not just monitoring them).
A key HR role in the future will be multidisciplinary
consulting around individual, team, business unit and
corporate performance.
Managers will grow to depend more and more on HR
professionals as they realize that good people
management can be the strategic advantage in the next
decade.
Leading change will become HR's greatest contribution
to the corporation.
More and more businesses will use HR as a strategic
partner.
HR will have a "seat at the table" as part of the top
management team and report directly to the CEO in most
companies.
A key HR role will be managing increasingly scarce
human and intellectual capital.
Workforce, January 1998, Vol. 77, No. 1, pp. 50-51.
Cheers,
Rajat
From India, Pune
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108This is the most amazing article I've come across in
recent times. Mind you the author has penned this in
1998 and was at that time looking at ten years ahead
to explain the scenario. At this point of time we are
just three years away from the time stated and how
true it is till now.
One can only look at this piece in awe and salute
Floyd Kemske for what a wonderful visionary he is.
Sit back read and enjoy, while you prepare yourself
for the future...
60 HR Predictions for 2008
By Floyd Kemske
The top 10 predictions in Workplace Flexibility,
Global Business, Work and Society, Workforce
Development, Definition of Jobs, and Strategic Role of
HR.
Workplace Flexibility
Collaborative cultures will be the workplace model.
Creative employment contracts will support more time
off, flexibility in hours and work location,
technological job aids and more pay at risk with
significant upside potential.
Company intranets will become a major tool for
communication, training and benefits administration;
HR will play a leading role in developing this
important tool.
Intelligence through knowledge transfer capability
will separate the best employees from the rest.
Employees will have more and more choices about work
arrangements, allowing them to meet their individual
needs.
Work hours scheduling will become less important as
organizations focus on performance and results.
Company facilities will become "virtual" through
work-at-home, telecommuting and outsourcing.
The workweek will be less structured—employees will
still work 40-plus hours, but at varied times and
places other than the office.
Legislation will lead to greater portability of
health, welfare and retirement benefits.
Free-lance teams of generic problem solvers will
market themselves as alternatives to permanent workers
or individual temps.
Global Business
The role of corporate HR will change to that of
creator of overall values and direction, and will be
implemented by local HR departments in different
countries.
Technology, especially the Internet, will enable more
businesses to enter the global marketplace.
HR professionals will have advanced acumen in
international business practices, international labor
laws, multicultural sensitivities and multiple
languages.
HR professionals will need to be knowledgeable of
other cultures, languages and business practices to
help their companies find and enter more markets.
HR people will have to understand other cultures and
help people work with, and transfer among, various
cultures.
Megaglobal business alliances will grow in number and
scope, requiring great finesse on the part of the HR
professional.
There will be an explosive growth of companies doing
business across borders, and it will be the most
significant change for the economy in modern times.
Cultural understanding and sensitivity will become
much more important for the HR professional of the
future, whereas multiple language ability isn't going
to become a necessary competency.
The continued emergence of a world marketplace will
require development of an international workforce.
Small teams of HR professionals will focus on
providing performance improvement consulting services
to a variety of locations around the world.
Work and Society
Family and life interests will play a more prevalent
role in people's lives and a greater factor in
people's choices about work—there will be more of a
"work to live" than a "live to work" mentality.
Employees will demand increases in workplace
flexibility to pursue life interests.
Dual-career couples will refuse to make the sacrifices
required today in their family lives and more people
(not just women) will opt out of traditional careers.
Families will return to the center of society; work
will serve as a source of cultural connections and
peripheral friendships.
Workers will continue to struggle with their need for
work/ life balance, and it will get worse.
Integration of work with quality-of-life initiatives
will create solutions to problems formerly seen as the
responsibility of government.
Community involvement and social responsibility will
become part of an organization's business vision.
"Cocooning" will become more popular as workers look
to their homes for refuge from the pressures of a more
competitive workplace and depersonalized society.
Just as defined-contribution plans have begun to take
over from Social Security, companies will take on
responsibility for elder care, long-term care and
other social needs through cafeteria-style benefits
programs.
Those people who refuse or are unable to adapt to new
technologies will find they're working harder and
accomplishing less.
Workforce Development
Lifelong learning will be a requirement.
The focus of training/learning activities will be on
performance improvement and not just on skill
building.
Employees with varied skills and competencies will be
valued more highly than those with a depth of
expertise in a single area.
Problem solving and decision making will become a
required curriculum with practical work problems as
the training medium.
Training will be delivered "just in time," wherever
people need it, using a variety of technologies.
Companies will demand constant personal growth, and
employees will respond positively to higher
expectations.
It will not be possible to survive in the workplace
without basic computer skills.
People who can learn new skills/competencies quickly
will be highly valued in a faster changing world.
Team projects and special assignments will be a major
factor in personal development.
As the computer-savvy generation is more assimilated
into the workforce, employees will become much more
productive in complex tasks and less dependent on
other people and departments.
Definition of Jobs
Organizations won't pay for the value of the job but
for the value of the person.
Versatility will be the key factor in determining
employee value with strategic thinking, leadership,
problem solving, technology and people skills close
behind.
Compensation systems will be linked to business
outcomes.
All jobs will require higher levels of computer
skills.
Positions will be organized in teams focused on a
task, not organized around a hierarchy.
Positions will be defined by the competencies needed
to be performed.
Employees will be more independent, moving from
project to project within their organizations.
Many jobs will be redesigned to be much broader in
scope, especially in management positions, resulting
in leaner head counts.
Employees will be increasingly measured by how much
value they contribute to the business, not by whether
they fulfilled predetermined objectives.
Work will be more challenging, and jobs will become
increasingly complex.
Strategic Role of HR
Successful HR departments will focus on organizational
performance.
HR's value will be to have the right people ready at
the right time: recruiting leaders to join the
company's mix of talent and keeping the "bench" full
of enabled, competent workers.
The focus of the HR function will be human capital
development and organizational productivity; HR may be
renamed to reflect this.
HR will evolve from strategic business partnership to
strategic business leadership (driving change and
results, not just monitoring them).
A key HR role in the future will be multidisciplinary
consulting around individual, team, business unit and
corporate performance.
Managers will grow to depend more and more on HR
professionals as they realize that good people
management can be the strategic advantage in the next
decade.
Leading change will become HR's greatest contribution
to the corporation.
More and more businesses will use HR as a strategic
partner.
HR will have a "seat at the table" as part of the top
management team and report directly to the CEO in most
companies.
A key HR role will be managing increasingly scarce
human and intellectual capital.
Workforce, January 1998, Vol. 77, No. 1, pp. 50-51.
Cheers,
Rajat
From India, Pune
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Hi Rekha,
Yes, you are right. These are coming true in today's scenario. It also means that we have to perk up to meet these challenges in donning the role of strategic HR in real terms and contribute to the company's bottom line.
Cheers,
Rajat
From India, Pune
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Yes, you are right. These are coming true in today's scenario. It also means that we have to perk up to meet these challenges in donning the role of strategic HR in real terms and contribute to the company's bottom line.
Cheers,
Rajat
From India, Pune
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Hi Rajat, It’s really a nice informative article which fills in lot of energy for the aspirants in HR like us.Thanx for ur info. Regards, Badari.
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Good Morning Rajatji, I found this post very benificial to implement & size up the HR dept properly in any company. Regards, Mona
From India, Mumbai
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From India, Mumbai
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Dear Mr. Rajat,
It is indeed a very good posting. All that is said by the thinker is happening in the current situation. I wonder, what will be the scene after 6-7 years. If we come to know now, like this, we all HRs will be prepared in advance for the same, isn't it?
Regards,
Moushmi
From India, Mumbai
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It is indeed a very good posting. All that is said by the thinker is happening in the current situation. I wonder, what will be the scene after 6-7 years. If we come to know now, like this, we all HRs will be prepared in advance for the same, isn't it?
Regards,
Moushmi
From India, Mumbai
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hi rajat!! thanks for this great article!am working on my summer internship right now...and am experiencing most of what is mentioned there!so much for 2008...! regards maria
From India
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From India
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hi very nice posting Mr Rajat , for people like me who are just entering in HR field . Knowing how Hr will likely to be in future we can upgrade ourself . r`egards Aman
From India, Delhi
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From India, Delhi
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Dear all,
Thank you for overwhelming response..yes 2008 predictions are becoming a reality than before..
A colleague forwarded me this piece on his views about HR & today's scenario and it's future..
In many organizations, existing HR systems are major impediments to creating agile workforces. For the most part, HR systems are designed to reduce variability and to standardize behavior, not to promote flexibility and adaptive behavior.”
How often we are told that the particular employee's performance is not upto the mark and he becomes a star performer when he joins the other company..
HR organizations will become smaller. “Hiring criteria and processes will be altered to reflect agile attributes…Job descriptions will be eliminated and compensation systems redesigned to pay relatively more for enterprise-wide results and relatively less for individual outcomes.” As an HR professional, your job is to create an organization that constantly builds its capacity through building the capacity of the people you employ.
I wonder if this is possible to lay less emphasis on individual outcomes..frankly it has to be a mixed balanced of the two.
The contribution of the HR function to the hiring and development of agile, nimble, resilient people is critical. You design or administer most organizational systems that contribute to agility.
Create selection, testing and hiring criteria that identify diverse, resilient, agile people.
Provide orientation that emphasizes the organization vision and expectations for agility.
Assist and coach leaders to communicate the vision, and design a work environment that removes barriers, de-emphasizes hierarchical control, emphasizes empowerment, and puts people directly into contact with customers and suppliers.
Create flexible job descriptions that change regularly to meet organization needs.
Any ideas or thoughts as how this can be done or implemented?..would appreciate if members can share their experience..
Provide opportunities for people to work on crossfunctional, even virtual, teams that solve a problem or approach a new opportunity.
Create an environment in which diverse ideas, training and education that develop individual capacity, and reading are the norm.
Push decision making throughout the organization so people are not waiting for decisions before taking action.
Design a feedback system that provides ongoing, daily feedback so people always know how they are doing. Invest the time to create a competency-based, individually planned and negotiated, results-based feedback system. Eliminate the traditional performance review.
Reward people who produce results that have wide-ranging impact in the organization. Reward results and impact, not longevity or seniority. Reward, at least, quarterly. Consider sharing profits.
Base promotions on contribution and impact.
Encourage intelligent risk taking and open discussion, and even some conflict over diverse ideas and viewpoints. Avoid “group think” to maintain relationships.
Coach managers to handle their own “people” issues, instead of handling them for them. You build their capability and thus that of your organization as a whole.
How does HR Manager benefits from all this ?..
You directly impact the organization's bottom line and can expect to influence the overall strategic vision.
You are valued on a par with the people who manage line functions. The HR world is changing.
Recently, I read a job description for an HR Director in US and It basically stated that HR traditionalists who viewed their work as administration and policy making need not apply as the company wanted applications only from candidates willing and able to advise the corporation at the highest, most important strategic level.
Cheers,
Rajat
From India, Pune
Acknowledge(0)Amend(0)
Thank you for overwhelming response..yes 2008 predictions are becoming a reality than before..
A colleague forwarded me this piece on his views about HR & today's scenario and it's future..
In many organizations, existing HR systems are major impediments to creating agile workforces. For the most part, HR systems are designed to reduce variability and to standardize behavior, not to promote flexibility and adaptive behavior.”
How often we are told that the particular employee's performance is not upto the mark and he becomes a star performer when he joins the other company..
HR organizations will become smaller. “Hiring criteria and processes will be altered to reflect agile attributes…Job descriptions will be eliminated and compensation systems redesigned to pay relatively more for enterprise-wide results and relatively less for individual outcomes.” As an HR professional, your job is to create an organization that constantly builds its capacity through building the capacity of the people you employ.
I wonder if this is possible to lay less emphasis on individual outcomes..frankly it has to be a mixed balanced of the two.
The contribution of the HR function to the hiring and development of agile, nimble, resilient people is critical. You design or administer most organizational systems that contribute to agility.
Create selection, testing and hiring criteria that identify diverse, resilient, agile people.
Provide orientation that emphasizes the organization vision and expectations for agility.
Assist and coach leaders to communicate the vision, and design a work environment that removes barriers, de-emphasizes hierarchical control, emphasizes empowerment, and puts people directly into contact with customers and suppliers.
Create flexible job descriptions that change regularly to meet organization needs.
Any ideas or thoughts as how this can be done or implemented?..would appreciate if members can share their experience..
Provide opportunities for people to work on crossfunctional, even virtual, teams that solve a problem or approach a new opportunity.
Create an environment in which diverse ideas, training and education that develop individual capacity, and reading are the norm.
Push decision making throughout the organization so people are not waiting for decisions before taking action.
Design a feedback system that provides ongoing, daily feedback so people always know how they are doing. Invest the time to create a competency-based, individually planned and negotiated, results-based feedback system. Eliminate the traditional performance review.
Reward people who produce results that have wide-ranging impact in the organization. Reward results and impact, not longevity or seniority. Reward, at least, quarterly. Consider sharing profits.
Base promotions on contribution and impact.
Encourage intelligent risk taking and open discussion, and even some conflict over diverse ideas and viewpoints. Avoid “group think” to maintain relationships.
Coach managers to handle their own “people” issues, instead of handling them for them. You build their capability and thus that of your organization as a whole.
How does HR Manager benefits from all this ?..
You directly impact the organization's bottom line and can expect to influence the overall strategic vision.
You are valued on a par with the people who manage line functions. The HR world is changing.
Recently, I read a job description for an HR Director in US and It basically stated that HR traditionalists who viewed their work as administration and policy making need not apply as the company wanted applications only from candidates willing and able to advise the corporation at the highest, most important strategic level.
Cheers,
Rajat
From India, Pune
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Hi Rajat,
That's a lot of valuable contribution from you. The fact that you find it relevant tells us a lot about you as an HR. Yes, all that you have posted is 110% true, relevant, and important.
HRs are now not the people who will make policies and see that they are followed and refer to the employee manual every time.
Today we have more dynamic things to do, and our performance will largely depend on our skills of man management.
People will drive the companies, and companies will need people who can shape the company career along with their own. It's most important that every employee feels ownership of the company, and this is what HR needs to do, make employees feel one with the company.
It's a hard task to accomplish; HR is going to face the most challenges that it has ever faced. New technologies will take birth to solve and facilitate new problems, but no technology can give us people management solutions; this will have to be done by us (HR) as a person.
To achieve the golden mean between people management and performance and company goals is what we need to do.
The best solution is to take people that suit your company as people and not just as technology providers. Technologies can be taught at any age and time, but the basic attitudes, values, customs, and beliefs of a person cannot be changed.
We need to see if attitudes, values, beliefs of a person are suitable, in line with what the company wants it to be as to the person's role in the company.
The right attitude at the right place is what is going to take the company forward.
Companies and HR need to remember its Human Capital is its future, to get the best out of your employees, give them the best.
It's important that all of us discuss on this forum what tools we can devise to manage our people like people and not like resources.
Looking forward to a lot of interaction on this.
Regards,
Rakhi
From India, Pune
Acknowledge(0)Amend(0)
That's a lot of valuable contribution from you. The fact that you find it relevant tells us a lot about you as an HR. Yes, all that you have posted is 110% true, relevant, and important.
HRs are now not the people who will make policies and see that they are followed and refer to the employee manual every time.
Today we have more dynamic things to do, and our performance will largely depend on our skills of man management.
People will drive the companies, and companies will need people who can shape the company career along with their own. It's most important that every employee feels ownership of the company, and this is what HR needs to do, make employees feel one with the company.
It's a hard task to accomplish; HR is going to face the most challenges that it has ever faced. New technologies will take birth to solve and facilitate new problems, but no technology can give us people management solutions; this will have to be done by us (HR) as a person.
To achieve the golden mean between people management and performance and company goals is what we need to do.
The best solution is to take people that suit your company as people and not just as technology providers. Technologies can be taught at any age and time, but the basic attitudes, values, customs, and beliefs of a person cannot be changed.
We need to see if attitudes, values, beliefs of a person are suitable, in line with what the company wants it to be as to the person's role in the company.
The right attitude at the right place is what is going to take the company forward.
Companies and HR need to remember its Human Capital is its future, to get the best out of your employees, give them the best.
It's important that all of us discuss on this forum what tools we can devise to manage our people like people and not like resources.
Looking forward to a lot of interaction on this.
Regards,
Rakhi
From India, Pune
Acknowledge(0)Amend(0)
Hello Rajat,
Congratulations!
Great.
Let me tell you that when I started working way back in 1988, I also acquired a diploma in PM & LL from Bahwans.
The place where I was, that is Jamnagar, nobody at that time knew what kind of work a person in administration would be doing. Usually, companies like Digjam and others would hire people from Delhi for such posts. At that time, everyone questioned the usefulness of my course.
Slowly, time passed, and that same city now has the world's largest refinery, Reliance, where I have also worked.
I introduced the concept of Flexi-time working during the 1990s. Initially, nobody accepted it, and it was challenging for me as a woman and mother to work. However, now this concept is widely accepted both globally and in India.
All this indicates that we are currently implementing what you had predicted.
Once you start working on something, don't be afraid of failure, and don't abandon it. People who work sincerely are the happiest.
Again, thanks.
Rima
From India, New Delhi
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Congratulations!
Great.
Let me tell you that when I started working way back in 1988, I also acquired a diploma in PM & LL from Bahwans.
The place where I was, that is Jamnagar, nobody at that time knew what kind of work a person in administration would be doing. Usually, companies like Digjam and others would hire people from Delhi for such posts. At that time, everyone questioned the usefulness of my course.
Slowly, time passed, and that same city now has the world's largest refinery, Reliance, where I have also worked.
I introduced the concept of Flexi-time working during the 1990s. Initially, nobody accepted it, and it was challenging for me as a woman and mother to work. However, now this concept is widely accepted both globally and in India.
All this indicates that we are currently implementing what you had predicted.
Once you start working on something, don't be afraid of failure, and don't abandon it. People who work sincerely are the happiest.
Again, thanks.
Rima
From India, New Delhi
Acknowledge(0)Amend(0)
Hello Mr. Rajat,
Firstly, this site is amazing. It's only after visiting this site that I came to know there are so many people in the field of HR. In India, unlike Finance and Marketing, HR is still undervalued and not given much credit. Thus, even if I had a liking to specialize in this field, I thought about who would appoint me in the future. Will I get an HR job? If yes, how much will I be paid? But after going through this site, my attitude towards HR changed. Thanks to this site and thanks to all the members.
The article that you have posted was an eye-opener for me. I got to know the future of HR, and I can even share it with my other colleagues. The article is so true; it enlightens one's mind. This will also prepare others for the future.
Great post.
From China, Qinhuangdao
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Firstly, this site is amazing. It's only after visiting this site that I came to know there are so many people in the field of HR. In India, unlike Finance and Marketing, HR is still undervalued and not given much credit. Thus, even if I had a liking to specialize in this field, I thought about who would appoint me in the future. Will I get an HR job? If yes, how much will I be paid? But after going through this site, my attitude towards HR changed. Thanks to this site and thanks to all the members.
The article that you have posted was an eye-opener for me. I got to know the future of HR, and I can even share it with my other colleagues. The article is so true; it enlightens one's mind. This will also prepare others for the future.
Great post.
From China, Qinhuangdao
Acknowledge(0)Amend(0)
Hi there,
That was really nice. I also remember in one of the programs Mr. Bimal Rath, a leading HR professional, talking about the same thing some 5-6 years ago. Although these scenarios seem inevitable, a huge and daunting task for HR professionals like us is to make our management truly understand the importance of this and also to show our fellow employees how to take the best possible advantage of it and achieve a great balance between work and personal life.
Regards,
Kusumadhar Pandey
From India, Delhi
Acknowledge(0)Amend(0)
That was really nice. I also remember in one of the programs Mr. Bimal Rath, a leading HR professional, talking about the same thing some 5-6 years ago. Although these scenarios seem inevitable, a huge and daunting task for HR professionals like us is to make our management truly understand the importance of this and also to show our fellow employees how to take the best possible advantage of it and achieve a great balance between work and personal life.
Regards,
Kusumadhar Pandey
From India, Delhi
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HR Admn - Goals Objectives-2008 (Edited ).ppt
Best HR Practices in 2008.pdf
HR Checklist 2008-09.xls