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