Friday, October 20, 2006
Monday, October 16, 2006
A li'l Peep into HR 2
Hope you had a good weekend? Mine was fun. Almost wished it wouldn't end.
I decided to continue on HR as i started last week. I considered posting something on a lighter note but i think that concluding subsequently will be better for easy comprehension.
In case you have not read the previous article, please do, as this is a continuation.
Capacity for Change:
HR puts in place a system that can manage change and transformation effectively. Transformation refers to a fundamental cultural change within an organization.
Change refers to the aboility to improve the design and implementation of initiatives within the firm and also to reduce the time cycle inherent in organizational activitites.
HR professionals are cultural guardians and catalysts and also help to identify processes for change.
HR does this by helping employees let go old and adapt to new cultures and helps the organization to identify the processes that can manage change.
HR professionals are change agents. They help make change happen, understand the critical processes for change, build commitment to those processes and ensure that change occurs as planned.
Employee Contribution:
This role is more than managing the day-to-day problems, concerns and needs of employees. It is imporatnt to note that the intellectual capital (manpower) is a critical source of a firms value i.e the people make up the firm.
HR performs the role of aggressively and actively developing the intellectual capital. This it does by helping employees to contribute through their competence to do good work and their commitment to working diligently. HR ensures that the employee contributions are linked to business success.
With active HR as employee champions that identifies and meets the needs of the employee; overall employee contribution will go up naturally.
HR personally spends time with the employees and train and encourage line managers to do the same.
All Possible HR roles are summarised under the above headings.
HR refers to HR professionals and Departments.
Hope you had a wonderful weekend. I had a good one.
I decided to continue on HR as i started last week. I considered posting something on a lighter note but i think that concluding subsequently will be better for easy comprehension.
In case you have not read the previous article, please do, as this is a continuation.
Capacity for Change:
HR puts in place a system that can manage change and transformation effectively. Transformation refers to a fundamental cultural change within an organization.
Change refers to the aboility to improve the design and implementation of initiatives within the firm and also to reduce the time cycle inherent in organizational activitites.
HR professionals are cultural guardians and catalysts and also help to identify processes for change.
HR does this by helping employees let go old and adapt to new cultures and helps the organization to identify the processes that can manage change.
HR professionals are change agents. They help make change happen, understand the critical processes for change, build commitment to those processes and ensure that change occurs as planned.
Employee Contribution:
This role is more than managing the day-to-day problems, concerns and needs of employees. It is imporatnt to note that the intellectual capital (manpower) is a critical source of a firms value i.e the people make up the firm.
HR performs the role of aggressively and actively developing the intellectual capital. This it does by helping employees to contribute through their competence to do good work and their commitment to working diligently. HR ensures that the employee contributions are linked to business success.
With active HR as employee champions that identifies and meets the needs of the employee; overall employee contribution will go up naturally.
HR personally spends time with the employees and train and encourage line managers to do the same.
All Possible HR roles are summarised under the above headings.
HR refers to HR professionals and Departments.
Hope you had a wonderful weekend. I had a good one.
Friday, October 13, 2006
A li'l Peep into HR 1
I love HR and i'm currently reading a book titled the "Human Resource Champions" by Dave Ulrich.
I'll like to share a little from the book for the benefit of those who know nothing about the peofession, those who have a misconception about it.
HR has a multiple role model ranging from Operational (day-to-day) to strategic (long term), and the focus ranges from people to processes.
These roles are
1. Strategy execution
2. Administrative Efficiency
3. Capacity for change
4. Employee contribution.
These roles are can be termed deliverables of HR practices. That is, they are the outcomes of HR activities.
Strategy execution:
The strategic HR role focuses on aligning HR practices and strategy with the business practices and strategy in order to create a system that can achieve the organizational objectives. Here HR professionals increase the capacity of an organization to execute its strategies; They participate in the process of defining business strategies by asking questions that move strategy to action and by designing HR practices that are in allighment with the business strategy.
In any organization, strategies exist either explicitly or implicitly,HR professionals should be able to identify the practices that can make the strategy happen. The primary role here is to translate business strategies into HR practices.
Administrative Efficiency:
HR is the caretaker of the corporate infrastructure. HR ensures that efficient HR processes for Staffing, training, appraising, rewarding are designed and delivered.
HR professionals accomplish administrative efficiency in 2 ways:
a.Ensure efficiency in the HR processes
b.Hiring, Training and rewarding Managers who increase productivity and reduce waste.
By delivering administrative efficiency, HR plays the role of an administrative expert, mastering and pioneering re engineering refforts that foster HR and business processes by being able to cut out unnecessary costs, improve efficiency, and constatntly find ways to do things better.
Simply put, Administrative efficiency is the ability to accomplish more with less.
There is a general misconception that HR is a social/corporate therapy for employees, It is designed to provide oractices that amke employees more competeitive. Not anyone, even if you are a people person can do HR. HR is based on proven theories, principles, research and it is evolutionary in nature.
I'll like to share a little from the book for the benefit of those who know nothing about the peofession, those who have a misconception about it.
HR has a multiple role model ranging from Operational (day-to-day) to strategic (long term), and the focus ranges from people to processes.
These roles are
1. Strategy execution
2. Administrative Efficiency
3. Capacity for change
4. Employee contribution.
These roles are can be termed deliverables of HR practices. That is, they are the outcomes of HR activities.
Strategy execution:
The strategic HR role focuses on aligning HR practices and strategy with the business practices and strategy in order to create a system that can achieve the organizational objectives. Here HR professionals increase the capacity of an organization to execute its strategies; They participate in the process of defining business strategies by asking questions that move strategy to action and by designing HR practices that are in allighment with the business strategy.
In any organization, strategies exist either explicitly or implicitly,HR professionals should be able to identify the practices that can make the strategy happen. The primary role here is to translate business strategies into HR practices.
Administrative Efficiency:
HR is the caretaker of the corporate infrastructure. HR ensures that efficient HR processes for Staffing, training, appraising, rewarding are designed and delivered.
HR professionals accomplish administrative efficiency in 2 ways:
a.Ensure efficiency in the HR processes
b.Hiring, Training and rewarding Managers who increase productivity and reduce waste.
By delivering administrative efficiency, HR plays the role of an administrative expert, mastering and pioneering re engineering refforts that foster HR and business processes by being able to cut out unnecessary costs, improve efficiency, and constatntly find ways to do things better.
Simply put, Administrative efficiency is the ability to accomplish more with less.
There is a general misconception that HR is a social/corporate therapy for employees, It is designed to provide oractices that amke employees more competeitive. Not anyone, even if you are a people person can do HR. HR is based on proven theories, principles, research and it is evolutionary in nature.
Thursday, October 12, 2006
Life is a Gift
Life is not earned, neither is it inherited. It is a temporary gift. Don't take it for granted, live it meaningfully. Every moment of every minute counts. Your action in a moment can affect a lifetime. Don't waste precious time, it is invaluable because it cannot be replaced.
Enjoy life because it's short, do things that make you happy and others too.
Your experiences to a large extent define your perspective to life; so see the humor side of life.
Life is precious and delicate; Handle with care.
Picture origin: http://www.istockphoto.com/imageindex/693/5/693561/cradle.html
Wednesday, October 11, 2006
Free Your Mind
Thinking back, i remember i always wanted or felt i could do a lot of things that are meaningful and productive with my life. Thought having it altogether in a multi-faceted world was a piece of cake.
But lately, i noticed that i had made an unconscious choice of letting my life revolve around my work alone (which is pathetic). And this is not only peculiar to me but i think to a lot of other people who have to wake up early in the morning and go to an office to come back late at night to just end up sleeping. It sounds like a program or a routine, which we all have automatically been accustomed to.
This is not necessarily true with everybody, some people have mastered the art of not doing more things at a limited time but doing those things that matter within the allocated time.
But for those of us that are having a form of challenge here, i want to say that it is possible. Our lives doesn't have to be so streamlined and limited to our work life. How about other little things that add value? Take a second to think about this- How many times in the last 5 days have you made a conscious effort to give of yourself to someone else not with an underlying motive of getting something in return? Giving of yourself could be your time, money, affection - (your valuable resources). Or even taken time out to consider a bigger picture of how the world can be a better place for people around you and even the world at large?
One can be humanitarian in nature and yet be living a selfish life. You feel some form of sympathy for people that are less fortunate but rarely do anything to make them a little less fortunate. Think about it you have been living for yourself alone and even at that the vaccum in your life is widenning the more.
I can directly relate to this because i have been living thesame way too. Though i know i can do better, i have more than enough time to do those things that really matter, make decisions and take actions that have the potentials to live after me; but i've been engrossed in my almost valueless (in actual sense) daily routine. After a long thought which came about from a strong feeling of unease, i decided to consciously live beyond my daily life. I think about means and avenues where i can develop myself not solely for the purpose living more comfortably but largely for the benefit of mankind.
Bottomline is, we all that are caught up in our daily monotonous life can start to make a conscious effort to step out of that self imposed limitation and do those things we would love to do but ordinarily could not create time for.
Have a changed perspective, look at the big picture, don't limit your choices and decisions with you in mind alone. Think about how you want to be remembered after you have spent your time.
Live for a purpose that is beyond you.
Reference Image: International Consortium for Higher Education, Civic Responsibility and Democracy.
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