The top eight business challenges that we must pay attention are as follows:
1) Globalization—new market, new product, new mindsets, new competencies, new way of thinking about business.
2) Value chain for business competitiveness and HR services—Shifting the focus from firm to value chain (supplier and customer, for example, training suppliers and customers).
3) Profitability through cost and growth—reduce cost and growth through leveraging customer or core competencies, merger and acquisition.
4) Capability Focus—Align (Required )capabilities with business strategies.
5) Change, Change, and Change some more--Change faster.
6) Technology—technology has defined work time and the way of working.
7) Attracting, retaining, and measuring competence and intellectual capital—Compete for talent, create organization that learning and sharing is fast.
8) Turnaround is not transformation—Transformation changes the fundamental image of the business, as seen by customers and employees. Transformation focus on mindset, for example, Cultural change from a poor quality company to the excellence service company).
Response to the eight competitive challenges, firm should focus on organizational capabilities such as speed, responsiveness, relationship, agility, learning, and employee competence.
The leaders must be able to identify the capabilities critical to business success and to design and deliver the HRM practices that can create those capabilities. To create value and delivery results, the leaders of the future must become HR champions. HR refers to the organizational systems and process within a firm (for example, staffing, hiring, communication, and compensation) that govern how work is done. These processes must be judged by the extent to with they enhance competitiveness.
Therefore (On the other hand HR refers to HR function or department), HR should focus on Champion competitiveness. As champions of competitiveness, HR professionals must focus on the deliverables of their work on doing their work better.
They must articulate their role in terms of value created. They must create mechanisms to deliver HR so that business results quickly follow. They must learn to measure results in terms of business competitiveness rather than employee comfort and lead to cultural transformation rather than reengineer of downside when a company needs to turn around.
To achieve these goals, HR must recognize and correct its past. It is time to talk less and do more, time to add value, time to build competitive, not comfortable, time to be proactive, not reactive. It is time to perform, not preach. Professionals share the following characteristics:
1. Focus on defined outcomes.
2. A share body of knowledge
3. Essential competencies
4. Ethical standards maintained by collegial jurisdiction.
5. Clear roles
Source: Dave Ulrich, Human Resource Champions: The next agenda for adding value and delivering results, Harvard Business School Press, Boston, Massachusetts, 1997
สมัครสมาชิก:
ส่งความคิดเห็น (Atom)
ไม่มีความคิดเห็น:
แสดงความคิดเห็น