SYNAPSE - 2014
SYNAPSE - 2014
Recognition of the ideal
combination of internal
and external resources
along with the creation
of an operating
environment facilitating
synchronicity of all the
components would be a
key challenge for the
HR.
HR already plays a key role in leading the
sustainability drive taken up by business houses. HR needs to amalgamate all facets of
organization development to ensure sustainability, including conflict management skills,
change management, culture change and
alignment of human resource and other systems and processes. A few important firm
level sustainability issues pertinent to HR are
fatigue, monotony and intellectual stagnation.
It needs to facilitate predicted novel work
arrangements to make the structure of work
more adaptive and informal.
Integrating Role in M&As
With growth topping the agenda, corporates
are taking a renewed look at M&A as a strategic tool to achieve growth in the long run.
Post M&A integration has emerged as a specialty discipline within the HR profession. The
integration team forms the crux of the M&A
efforts that facilitate successful transactions.
Uniting two companies involves amalgamation of two distinctly different organizational
cultures, compensation systems, work ethics
etc. The HR must also look to identify and
retain the high performers including those
who are strategically critical for the operation
of the new entity, critical to the integration
effort itself and employees with specialized
knowledge essential to the transfer of project
critical information and know how
Since tomorrow’s
businesses will
compete on innovation,
abilities and efficiency,
organizational success
will increasingly hinge
on the ability to
leverage human
resources to the
optimal extent.
Evaluation of HR Programs
There is an urgent need for HR managers to
provide concrete and quantified evidence justifying the contribution of the HR department
towards the accomplishment of organizational
goals and objectives. They should come up
with reliable and effective yardsticks for
measuring the performance of HR programs.
This sort of a review would facilitate improvement of HR processes, build intellectual capital within the organization and do away with
redundant & ineffective processes
Concluding Thoughts
Owing to the growing demand for highly specific HR competencies, the future HR practitioner would have to be formally educated in
this discipline to be rewardingly employed.
They need to be more versatile than their predecessors. The increase in HR-related degrees
being offered by universities focusing on a
myriad of specialized domains like HR analytics, strategic human resource management,
financial considerations in HR and marketing
principles for HR bears testimony to this fact.
It is also quite evident that the system of ‘best
practices’ in the HR domain may head towards obsolescence in the near future. Since
tomorrow’s businesses will compete on innovation, abilities and efficiency, organizational
success will increasingly hinge on the ability
to leverage human resources to the optimal
extent. The HR professionals have to be the
change drivers of the metamorphosis process
that modern day organizations are undergoing
& enable employers to gain competitive advantage in this increasingly competitive
world.
REFERENCES:
IMAGES:
http://www.dreamstime.com/stockphotography-isolated-diversity-treehands-image25541492
http://www.fpcb.org/ministries/serviceministries/leadership-development/
http://www.hrexaminer.com/magazine/
weekly/hrexaminer-v1-43/
http://en.wikipedia.org/wiki/
File:Rorschach_blot_01.jpg
http://en.wikipedia.org/wiki/
File:Rorschach_blot_04.jpg