Professional Documents
Culture Documents
Summary
In recent times HR has been perceived as ineffective, incompetent and costly. A need has been felt
for creating a new role and agenda to focus on the outcomes and deliverables enrichinhg the
organisations value to customers, investors and employees. The four ways which should be adopted
by the HR are
It should become a change agent, shaping processes and cultures for facilitating change in
the organization.
The primary role of transforming the HR role lies on the CEO and all line managers who have the
main responsibility of achieving the business goals. Thus the line and the HR should form a
partnership to make it focused on outcomes rather than activities.
Globalisation – The HR must develop understanding and skills in ways of international customers,
commerece and competition. It should facilitate the organization in increasing its ability to learn,
collaborate and to manage diversity, complexity and ambiguity.
Profitability through growth – Organizations looking to expand by gaining new customers and
developing new products must be creative, innovative and have free flow of information and shared
learning among its employees. The HR function can be a critical factor in developing these features
and must help the company become more market focused – more in touch with the ever changing
different needs of its customers.The managers must also need to make sure that they make the
technology a viable, productive part of the work setting.
Intellectual Capital – The HR managers must focus on attracting, developing, and retaining
individuals who can drive the global organization that is responsive to both its customers and the
rapidly changing technological opportunities present.
Change – HR must develop the culture of discomfort with the status quo so thet it will detect the
emerging trends quicker than its competitors and have an ability to take rapid decisions and be agile
to seek new ways of doing business.
Becoming a partner in Strategy execution – The HR managers should act as guides to the
discussion on how the company should be organized to carry out its chosen strategy.
3. It should identify the methods to renovate the parts of the organizational architecture that
need to be upgraded.
4. HR should clearly prioritise its work as per their impact and importance.
Becoming an Administrative Expert – HR must identify within its function the processes which
can be done better, faster and cheaper and fix them accordingly. Improving efficiency will help
build HR's credibility. The HR managers should rethink about activities throught the organization
and thus prove their value as administrative experts.
Becoming a Change Agent – The HR should work for building the organizations capacity to
acquire and gain from change. The change initiatives focused on creating high performance teams,
reducing innovation cycle time and technology implementation should be defined, developed and
delivered in a time bound manner. It should as change agent replace employee resistance to change
with resolve, planning with results and fear with excitement.
define a process for assesing the current culture, the new culture and the gap
identify the alternative approaches to create culture change
The activities required by the line / senior management to facilitate the HR management become
outcome focused are