WHAT COMPANIES NEED FROM HR NOWADAYS

  I love Wikipedia. Excuse this deliberate love demonstration but I have to say, for me this thing is one of the biggest achievements of humanity. I wanted to read Goethe's Prometheus Poem and I found, once again, reasons to love Wikipedia more and more. Check this out, even if you are not interested reading the poem (although it is indeed an amazing poem, specially the last part). Isn't this astonishing?

Prometheus - Theodoor Rombouts / Royal Museum of Fine Arts Brussels

  Even if its not directly related, thinking about guilt, accusation, human striving is always inspiring to think on how corporations have been doing in the past and how they are trying to do today. 

  But this blog is mainly about HR, and I intend to keep things the way they are around here (by now) and that is why today I bring you a model, a typology on the perfect HR Manager. After finishing the book Re-inventing HR by Margaret Butteris these are some of the conclusions I came out from what CEO's and companies need from HR Management nowadays.

1. Structured leadership also in business matters. It is required HR has a wider impact and knowledge on business and specially the operational part of it to be able to adequate and reconcile the executive strategies with the company's specific knowledge management. At the end, provide the tools to help your human assets achieve the goals in a better and faster way.

2. Set up control and measuring strategies and mechanisms which permit measure and monitor the talent and the performance of their employees and this have to be dependent and specific to the role (competency models). Taking control of this patterns allow companies have a better leeway and knowledge on the relative causes of productivity and performance as well as executing as fast as possible compensatory plans (individual or team based development plans, redistribution of human capital...).

3. Promote the creation of company values that encourage a common culture and nexus that arouse a sense of belonging as well as nurture philosophies that cause positive impact attitudes in employees according to the interests of the company (increase productivity). The promotion of this enterprise culture align the individual interests with company interests.

4. Reduce the administrative tasks or even outsource them strategically to focus efforts and budget on the earlier points, which are focused on getting the most value from the specific human capital of the company.

5. Provide strategies, technical expertise and tools to increase flexibility and versatility, deal with ambiguity, conflict and change management... Ultimately to provide a human setting equipped to build a company ready to deal with dynamic and changeable scenarios.

6. Supply updated knowledge in human development, leadership and interpersonal savvy. HR should provide the company with the best practices that could allow a predictive framework on the upcoming endogenous or exogenous challenges.

Written listening to "Butthole Surfers - The Hole Truth... And Nothing Butt" album (Rate:9/10)

FIRST THINGS FIRST

  Here it goes, this is my first post in this blog. I have created this as a hobby and I have no intention of getting anything from it but criticism, good arguments and interactions with anyone sharing or hating (equally welcome) interests.

  I'm not sure if everybody around here is familiar with Maslow's Self-Actualization Theory. Wikipedia has a good explanation on the whole concept.

  However I am in the side of people with guts explaining their  own personal view on anything. I found specially interesting and entertaining the perspective of Dr.-to-be Zeckeriya Ozsoy and how he disserts on the intrinsic nature of it and the significance of the component of the human spiritual experience (which I share in its foundations) in this article. Although Dr., I have to admit, I found it a little too unfounded (I hope, for the good of the world you left association fallacies before your doctoral dissertation). When I read the following statement...

    "Therefore, as their essence cannot be known or perceived, a hypothetical boundary is needed for them to become known. In order to make Himself known through His Attributes and Names, God Almighty has drawn a hypothetical line before His all-encompassing Attributes and Names. This line is the human [self]."

... one can only think "Wowowowow!!! What were we discussing here, again?". But don't get me wrong fellas, the article is really worth reading, and some interesting ideas that often are omitted or deliberately eliminated (specially in occidental literature) such as the importance and complexity of self-spiritual experience are of tremendous interest.

  I like people on constant thrill on optimising themselves. Maslow defined the self-actualizers as realistic, problem-centered, experience seekers, autonomous, with love of their privacy, with philosophical sense of humor and spontaneous people. As described by himself "the people at full use and exploitation of talents, capabilities, potentialities". In essence, the idea is I'll humbly try to find some of my own "actualization" writing this blog with the help of every other point of view that's shared in here.

  Anyway, I welcome you Dr. Ozsoy or everybody that comes around and appreciate the comments or constructive feedback, the biggest gift a human being can give to another.

Peace and love.

Written listening to "Diplo & Santogold - Top Ranking" album (Rate:7,5/10)