21 st century organization: As they are MM Bagali AHRB PhD in Management, HR area
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Transcript of 21 st century organization: As they are MM Bagali AHRB PhD in Management, HR area
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21st century organization: As they are
MM BagaliAHRB
PhD in Management, HR area
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Employees are
Corporate
GOVERNOR
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Workplace FlexibilityGlobal Business
Work and Society Workforce Development
Definition of JobsStrategic Role of HR
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Workplace Flexibility
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Collaborative cultures is the workplace model (network)
Flexibility in hours and work location, technological job aids and more pay at risk with significant upside
potential Company intranets will become a major tool for
communication, training and benefits administration;
HR will play a leading role in developing this important tool
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Intelligence through knowledge transfer capability will separate the best employees from the rest
(Multidimensional Workforce)
Employees will have more and more choices about work arrangements, allowing them to meet their individual
needs
(Flexible Work and Culture)
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Work hours scheduling will become less important as organizations focus on performance and result
(Performance Management)
Company facilities will become "virtual" through work-at-home, telecommuting and outsourcing
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The Organization will have all through Multi National Teams and Evangelizing
The organization will work through GLOBAL Corporate Evolution
The workweek will be less structured-employees will still work 40-plus hours, but at varied times and
places other than the office
Employability and not Employment
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Global Business
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The Global Thinking and Global Ambition, which includes Multicultural Workforce for Global Business
The role of corporate HR will change to that of creator of overall values and direction, and will be implemented by local HR departments in different
countries
Technology, especially the Internet, will enable more businesses to enter the global marketplace
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HR professionals will have advanced acumen in international business practices, international labor laws,
multicultural sensitivities and multiple languages
HR professionals will need to be knowledgeable of other cultures, languages and business practices to help their
companies find and enter more markets
HR people will have to understand other cultures and help people work with, and transfer among, various
cultures and cross culture
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Mega global business alliances will grow in number and scope, requiring great role
on the part of the HR professional
There will be an explosive growth of companies doing business across borders, and it will be the
most significant change for the economy in modern times
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Cultural understanding and sensitivity will become much more important
for the HR professional of the future, whereas multiple language
ability isn’t going to become a necessary competency
The continued emergence of a world marketplace will require development of an international workforce
(International Mind and Ambition)
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Small teams of HR professionals will focus on providing performance improvement consulting
services to a variety of locations around the world
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Work and Society : Relevance to HRM
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Family and life interests will play a more prevalent role in people’s lives and a
greater factor in people’s choices about work - there will be more of a "work to live" than a "live to work"
mentality
Employees will demand increases in workplace
flexibility to pursue life interests
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Dual-career couples will refuse to make the sacrifices required today in their family lives and
more people (not just women) will opt out of traditional careers
Families will return to the center of society; work will serve as a source of cultural connections and
peripheral friendships
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Workers will continue to struggle with their need for work/ life balance, and it will get worse
Integration of work with quality-of-life (QWL) initiatives will create solutions to problems formerly seen as the
responsibility of government
Community involvement and social responsibility will become part of an organization’s business vision
(Corporate Social Responsibility)
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Companies will take on responsibility for elder care, long-term care and other social needs through
cafeteria-style benefits programs
People who refuse or are unable to adapt to new technologies will
find they’re working harder and accomplishing less
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Workforce Development
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Lifelong learning will be a requirement Information is Knowledge Capital
The focus of training/learning activities will be on performance improvement and not just on skill
building
Employees with varied skills and competencies will be valued more highly than those with a depth of
expertise in a single area
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Problem solving and decision making will become a required curriculum with practical work problems as
the training medium
Training will be delivered "just in time," wherever people need it, using a
variety of technologies and methodologies
Companies will demand constant personal growth, and employees will respond positively to higher
expectations
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It will not be possible to survive in the workplace without basic computer skills
What is required is the MULTITASKING
People who can learn new skills/competencies quickly will be highly valued in a faster changing world
As the computer-savvy generation is more assimilated into the workforce, employees will become much more productive in complex tasks and less
dependent on other people and departments
Building Trust and Credibility
A deep belief in People
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Definition of Jobs
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Organizations won’t pay for the value of the job but for the value of the person
Versatility will be the key factor in determining employee value
with strategic thinking, leadership, problem solving, technology and people
skills close behind
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Failure is Permitted and looked as an Experiment
Compensation systems will be linked to business outcomes
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Positions will be defined by the competencies needed to be performed.
Positions will be organized in teams focused on a task, not organized around a hierarchy
Employees will be more independent, moving from project to project within their organizations.
It is not my Job
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Many jobs will be redesigned to be much broader in scope, especially in management positions, resulting
in leaner head counts
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Employees will be increasingly measured by how much value they contribute to the
business, not by whether they fulfilled predetermined
objectives
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Work will be more challenging, and jobs will become increasingly complex
Employability Contract
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Strategic Role of HR
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Successful HR departments will focus on organizational management, and expects Volatility
HR’s value will be to have the right people ready at the right time: recruiting leaders to join the
company’s mix of talent and keeping the "bench" full of enabled, competent workers.
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The focus of the HR function will be human capital development and organizational productivity; HR
may be renamed to reflect this
HR will evolve from strategic business partnership to strategic business leadership (driving change and
results, not just monitoring them)
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A key HR role in the future will be multidisciplinary consulting around individual, team, business unit
and corporate performance.
Managers will grow to depend more and more on HR professionals as
they realize that good people management can be the strategic advantage
in the next decade
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Leading change will become HR’s greatest contribution to the corporation.
More and more businesses will use HR as a strategic partner.
A key HR role will be managing increasingly scarce human and intellectual capital
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HR will have a "seat at the table" as part of the top management team
an report directly to the CEO in
most companies
HR has to Break Barriers and Invent New rules
Innovate or Die
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Attract, Retain Talent
HR responds fast and Quick
Should Create Various Competitive Structures
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Makes decisionThinks Creatively
Displays ResponsibilitySelf EsteemSociability
Participative
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Works with Diversity Works with variety of Technology
Acquires, Evaluates and Questions informationDemonstrates appropriate
Understands Employers ExpectationsMaturity Approach
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Positive AttitudesMeaningful WorkWants Oppournity
More freedomOpenness from Management
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People are FreeClose to Customers
Autonomy and EntrepreneurshipProductivity through People
Lean StaffFlexible
Goal Consensus
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Job SatisfactionSpeed and responsivenessLeadership from Everybody
Information sharedReadiness
Motivation EnvironmentMorale packed workforce
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Virtual IntegrationGlobal career Management
Global EducationCross Cultural Interpersonal skillsGlobal Performance Management
InnovativeWork has Meaning
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Each as Change AgentNetworkedAuthenticity
They say, what they MeanSincere RESPECT to People
Hands on, Value driven
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StrategistVisionary
Update LatestScanning Skills
Correlative Skills : Be with allLearning to LearnSocial Adaptability
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Enduring companies without bending the rulesSense of Right
Moral EquivocatorsA burning ambition
Remarking culture and Strategy
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Refine the smallest detailsMolecular Understanding
Review for PerfectionAmazing level of involvement
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Open to ideasGood speaker
Risk takerNot too emotional
Moving Team builder
International mindsetVision Globally (long term)
Flexibility and agilityMultiple skills
Customer focus
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