Sunday
12, April 2015 1800 hrs
What are the
innovation-imperatives for human resource managers? Much has been said and
written on what fresh theoretical perspectives and empirical evidences are
shaping the practice of human resource management, but I strongly believe that
there is a fundamental issue that still needs to be resolved. And this will be
the theme for today.
Top managements and HR
professionals advising them in most organizations still start with the basic
premise that “human-beings” are resources and in knowledge-industries they are
sometimes thought of as “assets”; and by corollary, that this resource needs to be managed (in the most gentle f
contexts) and exploited (in the most mundane of contexts). If considered as
assets, then they need to realize best-returns from their estimated value. Very
little empirical evidence exists that human beings are simply partners with
stakes in the growth of the organization.
And at a functional level, it is
indeed surprising that there is almost no collaboration (between functional
leaders who desire to recruit team-members with their HR colleagues) to
actually define needs, scope out the human capabilities for the particular need
as well as how this will help the broader organizational needs for current and
future environments, research internal capabilities for meeting such needs and
developing a program of recruitment and induction that not only helps the
candidate and the team but also helps other teams that may lose out by such a
recruitment. The moot question is why role-specs for recruitment should be the unquestionable
rights of the departmental head and why HR should only play a referee role?
Hope you are having a great
weekend.
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