Strategies of human resources (hour)
by David Ulrich, adviser and teacher in the management of human resources
In one to two years to come, the professionals of hour will take up some interesting challenges.
Initially, they will have to control the individual talent and the culture of organization. The tendency [current] of has in hour is to concentrate on an individual the 'capacity of S, called talentship, labour, or the human capital. But to have the great talent without team work transforms people into All-Star teams which do not function well together. The challenge will be to establish the individual capacity and the possibilities of organization. The possibilities of organization treat the culture and the organization as a whole. The professionals of hour must learn how to control the person and the process.
In the second place, the hour must connect the interior and outside. Often the hour concentrates inside the organization on employees and seniors in rank. We hear that the words. �that we want to be the employer of the choice.� The hour must connect the interior and outside, and employs the words, �want to be to us the employer of the choice of the employees that our customers would choose.� Too much often, the professionals of hour sees their �customers� only like employees inside the company, not taking into account customers, investors, and communities in which the company functions.
Thirdly, the hour must learn how to control both work of transactions (administrative the, operational one of hour) with the transformation (change, strategic, and long-term work). Those are often seen as two types different of operations. The operations require the effectiveness by technology; the strategic one requires the transformation by alignment and integration.
In conclusion, we noted that the professionals of hour must have competences to control people and businesses. Our study of more than 10.000 exposures of people clearly necessary competences of reference mark of the professionals of hour in the future (see www.rbl.net).
Human activity
by Roger Kaufman, famous researcher and professor at Instituto Tecnologico de Sonora (ITSON) in Sonora, Mexico
We will continue to increase our reinforcement of reference-our spirit-place-of our individual execution to align it with the goals to improve the external organization and to add the value to the customer and the company. While we reach more and more better. the improvement scientific and research-based individual human activity or, we see more and more that no matter which point we meet aims of individual execution, these objectives must also add the value for what the organization provides to its customers, like [] the value. that we add to all our external customers, including the company.
This is used as a basis so that we make with ITSON in terms of program of studies and applied research. For 2008/2009, we and the profession will increase our horizons. And not a moment too early.
Study without ceremony
by Jay Cross-country race, CEO of group of time of Internet in Berkeley, California (US)
The study without ceremony will continue [to develop] in the importance. People do not have time [to take] much classes or workshops. Technology to facilitate the study of self-service is available via the Web. Perhaps the most authorized most important workmen and rebel against the flood of information. They go after what they want to learn (traction, without ceremony) instead of taking what 's thrown to them (push, formal).
Web 2.0
by Stephen Downes of the Council �Seeks� national Canada (NRC)
I was informed just today report/ratio of the stating of Gartner that software like a service (SaaS) to develop seven times more quickly than deployments of software of on-places during the three years to come. Which seems exact to me, as for the majority, the software based on the WEB can approach several of the exits of cross-punt-form facing creators of application. And the software based on the WEB makes it possible a person to work with the same requests and the same documents of the multiple places: their personal computer, their computer of work, them iPhone, no matter what.
This flexibility can be contrasted with the operating softwares of office which became increasingly cumbersome during the years. The result of the people creating on the Web will be a continuous proliferation of the people creating for the Web, and thus I think that we will see an continuous increase in the contents written by the user. To also come to the applications from Web 2.0 is a simple service-more sign one probably OpenID-which will make it possible users to mix and match the contents of various applications based on the WEB.
Thus, the applications based on the WEB will be more than the applications of office could never be; they will be social applications supporting to write collaboration and content creation. In other words, which we will see will resemble Web 2.0 mainly as we see it today. But there will be significant improvements of execution and stability �under the cap.�
Training on Internet
by the crystallized elegant ones, the President and Managing director of crystallized elegant associate Ltd with Vancouver, Canada
Mainly, [training on Internet] will continue to develop quickly. One of the greatest costs for much of companies is staff training, in terms of employees of time are absent from work, as well as the voyage and the cost of accommodation during the formation. The training on Internet again gives part of this time to the employee. The workmen like this option because they can study and still be able to spend time to the house with their families.
We will see much more simulation and of animation, which will enable us to reduce the formation spent per time on the expensive equipment. We will be pilot also of a shift to more mixing learning the combination from programs-a of the formation head with head and in line learning.
In conclusion, because of the purely economic reasons, we will see the development of the material for the formation in line which will apply to various industries and which can be divided between various companies, particularly for the basic training.
Knowledge management
by Javier Mart�nez Aldanondo, director of knowledge management at Catenaria in Santiago, Chile
Before making all the forecasts, we must subject to a constraint that, currently, there is a lack of clarity on what we include/understand as �a knowledge management.� My rustic definition for this much spoken concept is �how to learn from what the company knows already, so that when people must face tasks, they can benefit from the experiment of somebody who already tested that the same front task, and thus, the use what functioned, and what learns posed of the problems to avoid making the same errors twice and being ineffective.�
Knowledge is capital which already exists in the organization; you put 't must invest by developing it. It enables you to obtain made things and to obtain positive tests. However, they is atypical capital, because it doesn 't appear in balances, it cannot be deposited at a bank, and it fades when people leave the organization. Not using this knowledge is a loss which the companies cannot allow. There are two limits which will affect the knowledge management in the future: innovation and intelligence.
While people are intelligent and learn from their own experiences (day labourers we accumulate the cases and the stories whom we re-use constantly), the organizations have a difficult time to discover what [people] will know and while learning from him (gained experience and better practices), and thus they are ineffective and lose money. The organizations must learn how to be intelligent, and to thus make they must innovate their concept of knowledge management. Today, this concept reactive and is carried on management solutions and of formation of document.
The companies will have to know what their employees try to do, and offer the support to them when they have exits. When will I 'm preparing a commercial proposition for a customer, my management system of the knowledge require of me that, �want you to know which did this before you? Do you make need the assistance with a proposal similar to you �about the work on [and] which contains the sales points which functioned of the wonders with this type of scenario and customer?� The organization not only will be able to envisage with its members � requests, but she will learn automatically while she collects the experiments which will feed its memory of corporation. To carry out this, it is necessary to contemplate three sectors:
* work with the people (experts) who have cases and stories and critical knowledge, much more than [with] of the documents, the procedures, and the systems;
* establish true metric businesses;
* and, in a more important way, really include/understand which knowledge mean-how we learn and what include/understand us like intelligence.
No comments:
Post a Comment