Greetings,
As this year comes to a close, what are the trends that you are expecting in 2012.
Here's a wishlist of what could be better:
Please add on to this with what you feel will take the limelight away !
From India, Mumbai
1856As this year comes to a close, what are the trends that you are expecting in 2012.
Here's a wishlist of what could be better:
- A training budget for the HR Team
- Performance reviews beyond the recency
- Greater focus on Social Learning without speculations for the ROI through a near term window, but a long term benefit.
- Life is ‘Wow’ attitude in our employees
- Business leader’s inclusions and not intrusions in HR functions.
- A think-through attitude and not a think-without, during the brainstorming sessions
- Agreed, accepted and an ‘owned’ goal path, not just a pre-destined one.
- Grant us a brain-gain , even through an attrition. When we build an alumni, we mean them.
- An honest salary-survey
- An Efficiency Dashboard that focusses on not just the task completed or even allocated, measure the incremental increase in performance and acknowledge the supporting features
- An implementation after a training program, including the behavioral ones.
- As we design the objectives for the next year, please let it be, unanimously echoed, from both the managers and reportees.
- Wishes can not be all expressed and contained in a list. So please allow us to follow up. We, as HR, mean no harm, when we ask for an update or an upgrade :)
Please add on to this with what you feel will take the limelight away !
From India, Mumbai
Dear Mam,
I totally accept with your wish list to be achieved by all our HR professionals by 2012 i would like to add up some important perception from my side please correct it if needed...
Kick off your electric boots; shed you mohair suit; throw down your magazine. I’m not talking about fighting our parents out in the street to find who’s right and who’s wrong, but it’s time for something ageless. It’s time for The New HR for 2012.
Oh, but they’re weird and they’re wonderful: 10 Tenets for The New HR.
1.HR has one job: business success. Anything else is useless and a waste of air. If it doesn’t have to do with business, we’re not doing it.
2.HR isn’t the Complaint Department or your Kindergarten teacher. We’re going to teach people to grow up and stop wasting our time like they’re 5-year-olds who can’t share their toys.
3.We won’t accept mediocrity in HR. Human resources cannot be where people go when they can’t find meaningful employment. We’re going to cowboy up our talent. We want — we demand — the best and the brightest.
4.Nothing is sacred. We’re going to critically think about everything we do. And if we hear people saying “That’s the way we’ve always done it.” Well…don’t make me come over there.
5.We’re not in charge of the holiday party anymore. Yeah, that’s right. We aren’t the social secretaries. We have real jobs to do. See #1.
6.Business is gonna want a seat at our table. The time of putting HR at the kid’s table is over. You said, “Our business is about our people.” Now, with way fewer of them, it’s going to be true. Like scary true. Take a number.
7.Rules are for fools. We’re tossing out the rule book. We’re not hall monitors anymore. We’re going to expect grownups to behave like grownups. Or they’re gone. Any questions?
8.We’re going to make pay-for-performance work. It’s easier to ask for forgiveness than for permission. So forgive us if we insist that the best people make the most money. It’s not a rule — it’s a fact.
9.No more workarounds to make up for weak managers. Please see #1. Our job is to make our company work most efficiently. We won’t be making up policies to make up for bad managers. It’s either up or out.
10.We’re going to put the “human” back in Human Resources. They’re not numbers on a spreadsheet or “human capital” that can be traded like a commodity. They’re people, with fears and hopes and dreams. And for a few hours a day, they come to our place. We’ll make sure that (along with #1) we remind ourselves every day that what we do is about people. Mediocre people = mediocre business. Great people = great business.
Regards,
Ramkishore
From India, Bangalore
I totally accept with your wish list to be achieved by all our HR professionals by 2012 i would like to add up some important perception from my side please correct it if needed...
Kick off your electric boots; shed you mohair suit; throw down your magazine. I’m not talking about fighting our parents out in the street to find who’s right and who’s wrong, but it’s time for something ageless. It’s time for The New HR for 2012.
Oh, but they’re weird and they’re wonderful: 10 Tenets for The New HR.
1.HR has one job: business success. Anything else is useless and a waste of air. If it doesn’t have to do with business, we’re not doing it.
2.HR isn’t the Complaint Department or your Kindergarten teacher. We’re going to teach people to grow up and stop wasting our time like they’re 5-year-olds who can’t share their toys.
3.We won’t accept mediocrity in HR. Human resources cannot be where people go when they can’t find meaningful employment. We’re going to cowboy up our talent. We want — we demand — the best and the brightest.
4.Nothing is sacred. We’re going to critically think about everything we do. And if we hear people saying “That’s the way we’ve always done it.” Well…don’t make me come over there.
5.We’re not in charge of the holiday party anymore. Yeah, that’s right. We aren’t the social secretaries. We have real jobs to do. See #1.
6.Business is gonna want a seat at our table. The time of putting HR at the kid’s table is over. You said, “Our business is about our people.” Now, with way fewer of them, it’s going to be true. Like scary true. Take a number.
7.Rules are for fools. We’re tossing out the rule book. We’re not hall monitors anymore. We’re going to expect grownups to behave like grownups. Or they’re gone. Any questions?
8.We’re going to make pay-for-performance work. It’s easier to ask for forgiveness than for permission. So forgive us if we insist that the best people make the most money. It’s not a rule — it’s a fact.
9.No more workarounds to make up for weak managers. Please see #1. Our job is to make our company work most efficiently. We won’t be making up policies to make up for bad managers. It’s either up or out.
10.We’re going to put the “human” back in Human Resources. They’re not numbers on a spreadsheet or “human capital” that can be traded like a commodity. They’re people, with fears and hopes and dreams. And for a few hours a day, they come to our place. We’ll make sure that (along with #1) we remind ourselves every day that what we do is about people. Mediocre people = mediocre business. Great people = great business.
Regards,
Ramkishore
From India, Bangalore
Thank you Ms. (Cite Contribution) for initiating thought provoking wishlist for HR. Let us expect our voice reaches upto our Management and let them try to ear our message, which we are communicating to them.
I am contradicting in your statement Mr. Ramkishore. We, the HR people, have to support other people. Then only their morale will be maintained in higher level and they can give better yields to our organisation.
From India, Kumbakonam
I am contradicting in your statement Mr. Ramkishore. We, the HR people, have to support other people. Then only their morale will be maintained in higher level and they can give better yields to our organisation.
From India, Kumbakonam
Any how thank you Mr.Bhaskar i am not denying your statement as we are the HR people we need to boost morale in our organizations i am not saying no to it Right?? Mr.Bhaskar but again i need all our HR Professional's to be business oriented rather than the old Profiles being done through all these years Honestly speaking
1. We need to be business oriented
2. Use workforce skills and abilities in order to exploit environmental opportunities and neutralize threats.
3. Employ innovative reward plans that recognize employee contributions and grant enhancements.
4. Indulge in continuous quality improvement through TQM and HR contributions like training, development, counseling, etc
5. Utilize people with distinctive capabilities to create unsurpassed competence in an area
6. Decentralize operations and rely on self-managed teams to deliver goods in difficult times
7. We need Change Role :Talent shortage is the highest risk for Indian business. Recognizing this,
8. We HR professionals want to be enabler of business strategies, they need to make significant contributions to the bottom line through expense reduction, or revenue generation, talent management and risk mitigation. ALL we know CEOs are demanding that HR to stop giving lip service to strategic performance and find metrics that prove that they are contributing to the growth and performance of the company through effective people management.
9. We need to be Talent Departments The most important corporate resource over the next 20 years will be talent, smart, technologically literate, globally astute and operationally agile workforce
10. We need Planning is being replaced by talent strategies and skills gap analysis. The key to attracting and retaining scarce skills is for companies to be, and be seen to be, a first-tier employer that can meet the needs of high potential / performance employees.
Regards,
Ramkishore
Proud to Be HR Professional
From India, Bangalore
1. We need to be business oriented
2. Use workforce skills and abilities in order to exploit environmental opportunities and neutralize threats.
3. Employ innovative reward plans that recognize employee contributions and grant enhancements.
4. Indulge in continuous quality improvement through TQM and HR contributions like training, development, counseling, etc
5. Utilize people with distinctive capabilities to create unsurpassed competence in an area
6. Decentralize operations and rely on self-managed teams to deliver goods in difficult times
7. We need Change Role :Talent shortage is the highest risk for Indian business. Recognizing this,
8. We HR professionals want to be enabler of business strategies, they need to make significant contributions to the bottom line through expense reduction, or revenue generation, talent management and risk mitigation. ALL we know CEOs are demanding that HR to stop giving lip service to strategic performance and find metrics that prove that they are contributing to the growth and performance of the company through effective people management.
9. We need to be Talent Departments The most important corporate resource over the next 20 years will be talent, smart, technologically literate, globally astute and operationally agile workforce
10. We need Planning is being replaced by talent strategies and skills gap analysis. The key to attracting and retaining scarce skills is for companies to be, and be seen to be, a first-tier employer that can meet the needs of high potential / performance employees.
Regards,
Ramkishore
Proud to Be HR Professional
From India, Bangalore
Gretings,
Thankyou Ram and Bhaskar, for responding to this thought.
A request, this is primarily a wishlist, through which we will try to identify the trends. We understand, industry as a whole, do not acknowledge any wishes, yet it is the need for a change, that would drive these trends.
The major areas for focus will remain hiring as seen in the poll. The jobs are largely getting redefined to funnel out a talent pool which can function in multiple roles , such as social recruitment an addendum to the talent acquisition roles.
Other than this , what about training and employee engagement? Attrition is coupled with defects on the training agreement or the employment bond. Employee engagement will identify measures beyond removing such practices.
Looking for more thoughts on this.
From India, Mumbai
Thankyou Ram and Bhaskar, for responding to this thought.
A request, this is primarily a wishlist, through which we will try to identify the trends. We understand, industry as a whole, do not acknowledge any wishes, yet it is the need for a change, that would drive these trends.
The major areas for focus will remain hiring as seen in the poll. The jobs are largely getting redefined to funnel out a talent pool which can function in multiple roles , such as social recruitment an addendum to the talent acquisition roles.
Other than this , what about training and employee engagement? Attrition is coupled with defects on the training agreement or the employment bond. Employee engagement will identify measures beyond removing such practices.
Looking for more thoughts on this.
From India, Mumbai
Totaly wrong!
Our job is not business oriented.We are not supporting members of sales & Marketing department.Your wishes will make adverse effect on all HR Functions.If we did so who in the organization will keep good IR.
Mangesh Wakodkar
From India, Pune
Our job is not business oriented.We are not supporting members of sales & Marketing department.Your wishes will make adverse effect on all HR Functions.If we did so who in the organization will keep good IR.
Mangesh Wakodkar
From India, Pune
Thank you (Cite Contribution) for initiating such a provoking wishlist for HR.... this will give us an idea what to do and what not to do.. thanks for your contribution :)
From India, Madras
From India, Madras
Dear Mangesh,
I appreciate your view and agree to the point that we are the owners of the systems, closest and comprising of human beings. My wishes reaffirm this and remain focused, towards a better functioning of the systems and processes we are responsible for.
Please point the wishes that you disagreed with. I apologize for my absence of understanding to cite them on my own. Or did I miss the humor in your words? Both ways I am sorry. Please elicit the required understanding upon me.
Thanking you in the anticipation of your support.
Regards,
(Cite Contribution)
From India, Mumbai
I appreciate your view and agree to the point that we are the owners of the systems, closest and comprising of human beings. My wishes reaffirm this and remain focused, towards a better functioning of the systems and processes we are responsible for.
Please point the wishes that you disagreed with. I apologize for my absence of understanding to cite them on my own. Or did I miss the humor in your words? Both ways I am sorry. Please elicit the required understanding upon me.
Thanking you in the anticipation of your support.
Regards,
(Cite Contribution)
From India, Mumbai
Well I’ll go with the option one :
“Talent Acquisition: As the budget gets tighter, hiring the right-fit will get more challenging”
Today’s most critical tasks is to find talented individual for our organization and not just talented but individuals who will be the best fit for our organization. Equally important to this task is ensuring that we take the necessary steps to recognize and develop our employees. Otherwise, we risk losing these employees we worked so hard to find as they go elsewhere in search of better opportunities.
And finding, retaining and developing a superior workforce is becoming a really big challenge today. We always want to hire those candidates who can be more successful/ effective with the lowest amount of support. We are working on it but need to be more strategic. Well written job descriptions, and competency models that clearly delineate success behaviors make for effective selection and hiring. Understanding cultural differences in the recruitment process, the selection of candidates and what motivates employees in various cultures is crucial to the success of the organizations.
That’s why one of the most critical tasks businesses face is not only finding talented individuals, but finding those individuals who are the best fit for their organization.
Apart from that, we also have to work for the development on the following areas
-Leadership and Management competencies
-Development of Succession processes
-Assess talent Management
-Identify areas for individual development
-Consulting behind the scenes for HR professionals to support them as they serve the needs of organizations even at the Global Level
-Need to be more practical with web content which is playing a really important role for today’s HR professionals who can use to sell to, train or explain about and be a better business partner
-Certification for HR professionals in the administration and use of ITAP tools and services
-Act as temporary staff to supplement the capabilities of the existing professionals
Thanks to Ms (Cite Contribution) for raising this and to all other member who have contributed on this…
From India, Gurgaon
“Talent Acquisition: As the budget gets tighter, hiring the right-fit will get more challenging”
Today’s most critical tasks is to find talented individual for our organization and not just talented but individuals who will be the best fit for our organization. Equally important to this task is ensuring that we take the necessary steps to recognize and develop our employees. Otherwise, we risk losing these employees we worked so hard to find as they go elsewhere in search of better opportunities.
And finding, retaining and developing a superior workforce is becoming a really big challenge today. We always want to hire those candidates who can be more successful/ effective with the lowest amount of support. We are working on it but need to be more strategic. Well written job descriptions, and competency models that clearly delineate success behaviors make for effective selection and hiring. Understanding cultural differences in the recruitment process, the selection of candidates and what motivates employees in various cultures is crucial to the success of the organizations.
That’s why one of the most critical tasks businesses face is not only finding talented individuals, but finding those individuals who are the best fit for their organization.
Apart from that, we also have to work for the development on the following areas
-Leadership and Management competencies
-Development of Succession processes
-Assess talent Management
-Identify areas for individual development
-Consulting behind the scenes for HR professionals to support them as they serve the needs of organizations even at the Global Level
-Need to be more practical with web content which is playing a really important role for today’s HR professionals who can use to sell to, train or explain about and be a better business partner
-Certification for HR professionals in the administration and use of ITAP tools and services
-Act as temporary staff to supplement the capabilities of the existing professionals
Thanks to Ms (Cite Contribution) for raising this and to all other member who have contributed on this…
From India, Gurgaon
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