This raises the questions of why these practices seem to be growing, what effects they have on the ability to achieve advantage through people, and what the implications are for organizations that might follow a different strategy.
As we move into the new millennium and find ourselves in a knowledge economy, it is undeniable that people are the profit lever. The obvious problem we will have is how do we address these issues within our typical HR Function. Instead, the true transformation of HR requires analysis and identification of opportunities for improvement in five interrelated areas that are the success drivers of effective HR, including the people in HR and their competencies; processes used to deliver HR products and services; the culture of the HR organization; its structure and the technology used.
Comparatively high compensation contingent upon performance. For example, direct involvement by IT Information Technology will be required to launch new technologies in the HR area. Next, the HR Function will need to develop strategies for building a knowledge-based workforce that can meet future challenges confronting the organization.
Building Profits by Putting People First, author Jeffrey Pfeffer describes seven dimensions that characterize how organizations produce profits through people: All the assets of an organization, other than people, are inert. Additionally, HR may have to outsource some of the day-to-day administrative activities so HR can begin to address strategic issues.
They are passive resources that require human application to generate value. Moving HR into a strategic partnership with management is now mission-critical.
Consequently, HR will need to develop its own strategy for value-creation within the organization; otherwise HR will not adequately address many of these strategic issues and outside managers will continue to have their traditional bias view of HR.
Extensive sharing of information throughout the organization. There are a multitude of strategic issues for HR to pursue, ranging from making the organization more fluid for the sharing of knowledge to making sure all employees have the tools to provide outstanding customer service.
Reduced status distinctions and barriers including dress codes, language, office arrangements, and wage differences. As a minimum, the HR Function must have a strategy for protecting the core competencies of the organization. This transformation, which calls for a functionally fragmented, administrative cost center to a value-adding, integrated organization aligned with corporate business strategies, will not happen incrementally in most cases.
The key to sustaining a profitable company or a healthy economy is the productivity of the workforce, our human capital. Selective hiring of new personnel 3.
In order to elevate the HR Function so that it can meet these new demands, people within HR will require higher skill sets, including very strong technology type skills since many of the traditional HR services will be conducted through on-line service centers.
In his book The Human Equation: Self-managed teams and decentralized decision making. Once again, the sources for strategic initiatives are extremely significant. In conclusion, some of the most significant performance issues confronting any organization are rooted in human resources.Reduced status distinctions and barriers, including dress, language, office arrangements, and wage differences across levels.
Extensive sharing of financial and performance information throughout the organization. p. Reduced status distinctions and barriers, including dress, language, office arrangements, and wage differences across levels. (7) Extensive sharing of financial and performance information throughout the organization.
Reduced status distinctions and barriers (including dress codes, language, office arrangements, and wage differences). 7. Extensive sharing of. HCHR exam 1.
STUDY. PLAY. human resources management. reduce status distinctions and barriers (dress, language, office arrangements, parking, wage differentials) share financial and performance info.
The SHRM model. Reduced status distinctions and barriers, including dress, language, office arrangements, and wage differences across levels. through the use ofDr. Krueger's survey. Specifically, differences between management and non-management employee perceptions of culture at Company ABC are assessed.Download