Anubha Walia

Emerging HRD Thinker Award 2011

 

HRD Strategies for Business Success

Primary assets of an organisation is Human as a resource, and managing them termed as Human resource management (HRM),  currently facing new challenges to come up with innovation approach which can add value to an organisation for business success. To address this issue the human resource have to formulate  strategies that will grow an organisation in  pursuit of identifying talent and further managing, developing and  retaining highly talented employees who can take the company to new heights. Human resources function has strived and have come a long way to reinvent itself through new vision, strategies, structure, process and system. In current scenario companies of all kinds now see innovation as a key part of their business strategy. Whether it’s through never-before seen offerings, a new business model, or innovative internal processes, the objective is to gain more than merely incremental advantages over the competition. Each employee requires more learning in order to improve his /her skills, no matter how best a candidate is, he/she cannot be 100% percent qualified or perfect. This paper would be focussed on synopsis of various innovation tools are used in organisation and the analysis on the concept OKE (Outlook, Knowledge , Expertise) i.e Attitude, Knowledge  & Skills is culminated and further what are the competences associated with OKE to create organisation of competitive advantages.

Keywords : Talent, Business performance, HR strategy

Biographical Notes : Anubha Maurya Walia is a Professor and a Trainer in Behavioural & Quality Trainings alumina of Lady Shri Ram College and Narsee Monjee. Her area of interests: HRD - T&D and Quality. Her detailed profile can be viewed at https://sites.google.com/site/anubhawalia/. Currently she is pursuing her ISTD program.

INTRODUTION:

Companies today face formidable talent challenges. The ability to sustain a steady supply of critical talent is a challenge faced by organizations. Among the issues impacting the “generation” workforce are impending skill shortages, an increasingly cross-generational and diverse workforce, the need for knowledge transfer from retiring baby boomers, and significant leadership gaps. Intense cost pressure from both traditional and emerging competitors, new markets, and more demanding customers are additional elements that gives a new sense of urgency to the concept of talent management.

Objectives:      To understand the preference of Innovation used by HR for Talent management.

Methodology :   This paper is the brief research project which was carried out on primary and secondary data and focusing on what organization per se developing talents and challenges associated with it and also identifying what are the various innovative practices organization is using to manage talent

Human Development:

Human development is the most important facet of our civilization, since time immemorial. Because of the need for human development has been felt and satisfied by the people of our civilisation as it has been the most important predictor of survival and growth of civilisation. Question is what do we mean by human development? Human development refers to formal and explicit activities that will enhance the ability of all individuals to reach their full potential. By enhancing the skills, knowledge and abilities of individual, human development serves to improve the productivity of people in their areas of work – whether these are in formal or informal settings. Human development is all about creating an environment in which people can develop their full potential.  Many companies simply hire smart people and hope for the best. They fail to see that the connection between talent and innovation can be systematically addressed as an organizational issue. As a result, no matter how strongly they subscribe to the notion of innovation. Given today’s hypercompetitive markets, the commoditization of products and services, and the stream of new competitors around the world, an innovative internal process can be as game-changing. Innovation no longer simply means throwing money at R&D. It means outperforming the competition through the power of ideas in any aspect of the enterprise. Further, innovation is certainly not restricted to start-ups or powerhouse idea factories. The challenge is to find ways to take advantage of scale to take out costs without sacrificing the quality of care.” Thinking about and doing things differently throughout the organization requires a company-wide effort. “Creating an environment of innovation is the only way to ensure that a firm will have relevant business offerings over time” and same is applicable for HR using various innovative ways to management talent.

If you want to read full paper ..... pl mail your address to anubhawalia@gmail.com