Dr. Chez F. Cristiano has designed a Transformation Model of Human Resources: As a Full Strategic Business Partner to help organizations become more efficient and competitive by transforming their HR/HRM Department. Personnel Departments have changed their name over the years to the HR or HRM Department, but a majority of them have not transformed to become a full strategic business partner within their respective organizations. Many HR/HRM Departments have remained mainly in an administrative and legal role.
If HR/HRM Departments are to become a full strategic business partner, their overall focus needs to shift away from just an administrative role to an overall strategy, development, and financial role for their entire organization. The name of Human Resources can also evolve as well to reflect it?s new contribution to something like the Human Resource Strategy & Development (HRSD).
In order to have full support and focus for Human Resource Strategy & Development (HRSD), a Chief of HRSD should be created. The person who fills this position will need to be a leader who will be able to embrace the importance of HRSD as a full strategic business partner in their organization. The Chief of HRSD will be responsible for selecting a leadership team that will help with the transformation. Depending on the size of the organization, the leadership team can select project teams to help with the future innovation, strategy, and implementation of organizational projects.
Strategy and development (like creativity & innovation) should be an ongoing process, in order to optimize individuals, teams, and the organization as a whole. Larger organizations can have HRSD leadership teams looking at the overall picture and providing guidance and support to the project teams under them.
Positive Engagement = Higher Productivity & Profitability
Engagement is about having a positive attitude that is characterized by high energy, dedication, and satisfaction. Engaged employees are highly invested in the overall success of their organization. They have a higher level of overall well-being, absent less from work, far less likely to leave an organization, and are able to avoid burnout by establishing balance and stability in their life. Organizations that raise their employee engagement also see much higher rates of client satisfaction. Employee surveys should be electronically administered on a yearly basis to help determine the projects needed to boost engagement. Higher engagement levels results in cost savings and higher productivity and profitability; thus it is a win-win situation for the organization and employees and customers.
As a full strategic business partner, the HRSD will fully utilize organizational development programs and become a senior partner in the overall strategy and finances of an organization. Change is not always easy, even positive change. It is important to strive to be creative, flexible, and open-minded when making any type of changes.
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