Monthly Archives: December 2010

Roles of Human Resource Managers

Audits of employee issues can provide data as valuable as many financial reports because they flash early warning signals of turnover, lowered productivity and an in-ability to carry out strategies. These audits are especially valuable if executives acquire thorough data analysis and succinct, pragmatic plans as part of the audit process.

Human resources issue audits require front-end time and dollars. They delay answers to questions like, “What courses should we offer?” and “How much more productive can we be?” Continue reading →

Megatrends and HR Management Issues

Technological Trends. These include advances in person-to-person communications; coding and retrieving information; simulation and calculation; electronic assembly and drafting and management information systems. When they occur or are forecast for an organization, they have several predictable effects:

• They focus on managing change and on managing technology.
• They spawn new varieties of knowledge work (scientific and computer specialists, consultants).
• They obsolete many existing technical skills.
• They remove responsibility from middle management. Continue reading →

People Development and Career Path

Executives play a powerful role in people development because virtually every decision has development implications. The strategic planning process, budgets, organization structure, promotion and career pathing practices, company policies, management systems, management style all of these business terms bring to mind the value of human resources, while setting the boundaries and tone for employee growth and development.

In most organizations these boundaries need to be carefully reexamined for their effects on productivity, satisfaction and development. Executives who do not respond to this challenge risk losing their best people and stifling the creativity and commitment that make organizations great. For very practical reasons, new human resources management and development practices are needed in most organizations: Continue reading →