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Creative Human Resource Management

Creative Human Resource Management

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Published by Sandeep Kulshrestha

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Published by: Sandeep Kulshrestha on Nov 05, 2007
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05/08/2014

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Creative Human “Intelligence”Management –The future path of HR 
By Dr. Sandeep Kuulshrestha
Human Resource Management function is a vital function in most of theorganizations today, with variations of its strategic role. Someorganizations have taken this function to new heights by successfullyintroducing performance management features like Six Sigma, BalanceScore Card, 360 degree appraisals (now 720 and 1080 degrees as well) andtechnologically, customized programs are available on SAP and ORACLEplatforms to support the e-delivery of HR, another empowering tool. SomeOrganizations have re-christened HR as “Human Capital”, “HumanAsset” and so on. The important thing is to make the function relevantwith the changing times, with any nomenclature, as found suitable by anyorganization. The growth in services and customer delivery has made HRquite close to the Customer Relationship Management function and thesefunctions have to work in tandem, so that appropriate organizations goalscan be met. With the current organizational challenges and the futuredynamics, there would be a defining need to look at HR with a differentperspective, the creative side of it, to cope up with the changing times. Ifwe can, for gossip sake or in all seriousness try to look at HR in the future,it can be well seen that HR is most likely to go through a wholemetamorphosis and transform into a “creative” function. It could be eithera role in itself, as a part of the HR domain or a HR function in totality. Letus assume HR’s extended role as Creative Human IntelligenceManagement”, explained as under;Creative Human Intelligence Management (CHIM) would consist of allsuch activities which enrich & entertain human minds at workplace andmake them deliver in highly empowered, flexible and experimentalenvironment, with their creativity promoted and supported by theOrganization. The function of CHIM would be:
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a)
Recruiting with Creativity: Recruitment, as an exercise, would bedone by visiting the candidate’s residence and seeing how he/shemanages the household. Alternatively, a webcam or othertechnological sources can be utilized for this purpose. The candidatecould be asked about his/her take on life and relationships, alongwith the professional skills and expertise. In another way,interviewers should give presentation about the company first andthen ask the candidate, to ask questions. Through the quality ofquestions posed, the recruiters can find whether the candidate issuitable or not. In the second round, there should be just onequestion, “given this situation, how will you contribute” b)Home as office: The concept of “work from homewould be givenmore prominence owing to the growth in the cities and more timetaken to reach the workplace. More and more job functions would beincluded in this concept. Technology would be of immenseassistancec)Encourage employees to take up creative interests: Employeeswould be sponsored for short term courses in music, gardening,interior design, pottery, journalism, poetry and fiction etc, whichwould broaden their horizon and would inculcate a sense ofcreativity in whatever they do.d)Three-day weekend: Three day weekend will be encouraged afterfour days of extensive work in certain organizations and Fridayswould be utilized for sending plan of next working week to the teamlead/superiore)Rewarding the under-performer: Under-performers can be rewarded by giving paid holidays and giving them no work. They could beasked to give solutions and suggestions and subsequently, it could be observed by the management whether the concerned individualis a habitual under-performer or his intelligence needs to be boosted.
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