What are values for HR?

What are values for HR?

• At basic level values reflect the standards in the firm
• Involvement, Communication & Celebration
• Respect, Encouragement & Honesty
• Rites & Rituals
• Set Performance Indicators and equate them with values
• Develop a Holistic Plan for the managers to refer
• HR Professionals add value when their work helps someone reach their goals

Connecting HR to overall business:

• HR work does not begin with HR, it begins with Business
• For the HR department to connect with the firm, HR professionals must master the concept of ‘value’
• Equate HR value to ‘Organizational Success’
• Listen and Learn
• Keep under control the Hidden Costs
• Represent Employee and Employer interests
• Promote Communication
• Target Oriented Development

Sources of HR Value Addition:

• Path Finding Leadership
• Strategic Alignment
• Stakeholder Engagement
• Decision Support
• Performance Management
• HR System Innovation and Implementation

How HR can professional Ensure Value Addition:

• Recruiting the right caliber and grade of existing and new employee
• Ensure that in-house promotion and selection are carried in fair and equitable manner
• They must be Deeply knowledgeable about their company
• Active in leading, developing and implementing the business planning efforts

Barriers for HR in Adding Value:

Internal

• Lack of support from executive teams
• Emphasis on short term Competitive Advantage
• Unproductive Human Behavior
• Improper Communication
• Resistance to New Practice

External

• Herd instinct
• Technology

If HR is to survive and flourish, all investments in the function must add value to the organization. HR people must focus less on “what they do” and more on “what they deliver”

CSR for Management Institutes

“Practice what you preach” has rather been a cliche now. Management Institutes in this cliche are the Preachers, question is; Are they good Practitioner's? The last decade of business has raised many eyebrows on issues such as ethicality, governance, and moral responsibility.

The blame was brought back on the management institutes for guiding the prospective managers to be competition centric and hence making them instrumental in many corporate frauds and scandals. So what’s gone wrong? Is it the pedagogy? Is it the content? Is it the Competition?

Let’s consider a concept like CSR, which like management education has grown in the last decade. Ask a management student or graduate…..What is CSR? The most likely answer is Corporate Social Responsibility. Probe a little more; I won’t be surprised if most respond with reference to their specialization! MBA marketing would persuade it is a marketing Gimmick! An MBA Finance would term it stifling of funds to buy Honor! An MBA Human Resources would say “Everybody does it so we do it”

Sadly, but true you would notice a handful of them would actually appreciate the CSR concept. Most often than not the individuals who are part of the CSR department. But then do companies use CSR only as a Marketing Gimmick! If that was true, then by now the stakeholders would have dumped the concept into the corporate graveyard.

Another critical point to note is whether the management graduates & future managers educated to appreciate the concept of CSR! How many management institutes in the country have their own CSR initiatives? Very few…you can actually count them on your fingers.

The attitude of giving back to society needs to be nurtured amongst the management students today, so that they appreciate it when they become mangers tomorrow.

It is high time we realized that responsibility and sustainability go hand in hand.

What Management is?

What Management is?

‘Management’ a search for this term in Google would return 284,000,000 links in 0.41 seconds. Yet how many MBA’s can really understand the meaning of this term. More often than not the word is used synonymous to ‘Business’. From the outside, business can look like “a seemingly mindless game at which any donkey could win provided he is ruthless with the systems, processes and procedures”.

Despite the unprecedented success, management remains the least understood professions that shape modern life. Management’s business has been building organizations at work. Well, do MBA Graduates actually end up building organizations? But then we say that an MBA is no guarantee that an individual will be a good manager; a good leader is just an acronym to the same!

Then who are managers, and what is Management? Does management get its identity from other fields of study to the likes of psychology, arts, statistics etc? Do we always need nouns like time and change to add value to the term?

Some questions are better unanswered I guess!