I must refer to Mr Nagraj's thread in earlier post about the next level of HR. It was a very good analysis done. Kudos to him. The basic doubt about the HR is that most of the people consider it as "Compliances"; like, leave, compensation,recruitment, promotion, disciplinary aspect......etc while HR is much beyond this.. its about knowing the human behaviour and aligning each individual to the organisational goal through motivation. through empathy and understanding the needs of each individual. In this regard HR dept's ( not one individual only) conduct has to be of the highest order in all fairness. Preaching and practising should be the same.
One more thing, I'd like to add is "Situational Leadership" which Mr Nagraj can consider adding to his ppt.
I am attaching the age-old "Hare-n-Tortoise" story but in a different version.... It is for those who have missed this one on this forum
I would like to share another presentation abt the "Transformational Leadership".
Regards
Pravin
From India, Pune
One more thing, I'd like to add is "Situational Leadership" which Mr Nagraj can consider adding to his ppt.
I am attaching the age-old "Hare-n-Tortoise" story but in a different version.... It is for those who have missed this one on this forum
I would like to share another presentation abt the "Transformational Leadership".
Regards
Pravin
From India, Pune
Hey! Twas an Excellent PPt. on Teamwork.......Keep up the good work!.....Yet to chk out the other onw :)
From India, Delhi
From India, Delhi
Hi,
That was a great insight, Praveen.
Kindly accept my sincere gratitude for the Hare & the Tortoise Presentation, that was excellent.
Further, I do agree that, the nature of the current day HR functioning has reduced to a clerical & adminstrative role, with most of the thinking being offloaded to the Glass Tower office bearers.
This tendency, is mainly due to the compartmentalisation of the roles & functions & lack of focused cross process skilling,, within the HR Team, especially in large organisations, where there could be a number of team members handling the same process of hte function.
At this juncture, i guess, the core value of the role should be understood by the members & try to align their behaviours in accordance with that value systems of the function. The day we stop treating the Human Capital, as an expense & liability and move towards considering it as an Asset in todays knowledge economy, at every individual's level. We do hear these things, normally in the VISION & MISSION Statements and the saem tends to get restricted to thosee documents. This needs to be traslated to every functional team members' behaviour.
In a way, this is a paradigm shift, which needs to be driven by every individual & not offloaded to the leaders alone. This shift in the paradigm should be influenced by every individual, in his/her 'Circle of Influence' & thus make a visible difference to the way we work as HR professionals.
Regards,
Srinivas
From India, Hyderabad
That was a great insight, Praveen.
Kindly accept my sincere gratitude for the Hare & the Tortoise Presentation, that was excellent.
Further, I do agree that, the nature of the current day HR functioning has reduced to a clerical & adminstrative role, with most of the thinking being offloaded to the Glass Tower office bearers.
This tendency, is mainly due to the compartmentalisation of the roles & functions & lack of focused cross process skilling,, within the HR Team, especially in large organisations, where there could be a number of team members handling the same process of hte function.
At this juncture, i guess, the core value of the role should be understood by the members & try to align their behaviours in accordance with that value systems of the function. The day we stop treating the Human Capital, as an expense & liability and move towards considering it as an Asset in todays knowledge economy, at every individual's level. We do hear these things, normally in the VISION & MISSION Statements and the saem tends to get restricted to thosee documents. This needs to be traslated to every functional team members' behaviour.
In a way, this is a paradigm shift, which needs to be driven by every individual & not offloaded to the leaders alone. This shift in the paradigm should be influenced by every individual, in his/her 'Circle of Influence' & thus make a visible difference to the way we work as HR professionals.
Regards,
Srinivas
From India, Hyderabad
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Situational leadership.pdf
Situational-lea dership.ppt