A NEED FOR A PARADIGM SHIFT IN HR FOR KNOWLEDGE
Assistant Professor, HR/OB
Institute for Integrated Learning in Management,(IILM)
3-Lodhi Institutional Area, Lodhi Road,
Management & Labour Studies, Vol.28, No.3, August 2003.
A NEED FOR A PARADIGM SHIFT IN HR FOR
“There was a door to which I found no key
There was a veil through which I might not see”
Rubaiyat, Omar Khayyam
The trend in Indian Organizations, deeply involved in knowledge management*, is of leveraging the current status, rather than, exploring, discovering and creating new knowledge. Pharmaceutical, software, Engineering sectors in India are at a sophisticated information storage and retrieval stage and are graduating to institutionalizing best practices in Knowledge management, albeit slowly. (Rishikesha, 2001).
The learning context in such a scenario becomes single loop rather than double loop. Single loop learning, is the more adaptive learning context, while double loop learning occurs through generative learning, where the standard way of doing things are questioned(Argyris and Schon, 1978; Schien, 1990). Knowledge programmes move from first generation to second generation.(McElroy,1999), using single and double loop learning. -----------------------------------------------------------------------------------*Knowledge management and organizational learning are inextricably intertwined and each one seeks to subsume the other within its confines (Beaulieu, 2001). The current paper, supports this and treats organizational learning as the construct in which knowledge management is nested. Drawing up distinctions within these fields is beyond the scope of this paper.
Management & Labour Studies, Vol.28, No.3, August 2003.
Yet there are instances in the Indian industry where knowledge management has moved on from Single loop to double loop learning and it is in these organizations that we see a profound change in the role of HR. The role of HR, lying more with the line managers and top management, becomes a trigger for recognizing and managing the potential of knowledge workers, who move beyond storing and retrieval of knowledge to mining new knowledge. As Waals, Kessels and Euwema (2002), state that ‘importance of knowledge development…urge for an alternate approach to training and learning where employees become the prime actors in setting goals and designing learning activities’. Let us examine the literature on HR roles briefly.
The HR role and Knowledge Management :
Senge believes that on the twin issues of organizational learning and knowledge management, HR professionals will play a very useful role, because ‘ultimately, there’s the need for facilitative support’ (Solomon,1994: 64). In a similar vein, Diane McGinty Weston, a leading consultant and author of organizational learning books, asserts, that ’organizational learning provides an incredible opportunity for human resource people to break past the limits of training and move further into the organization’(ibid:65).Young of Knowledge associates states that knowledge management must necessarily be a fusion of information technology and human resource development. ‘…on the one hand we have the development of the learning organization, we understand learning and teamwork much better; on the other hand there’s group-ware and the web,…the whole of it is fused…you need directors of knowledge management who can take the holistic view, as much aware of the organic knowledge base of IT, but more into the interaction between the two’(James, 1998:32)
Valkeavaara 1998, reports on survey questionnaires (conducted between 1992-96) of Human Resource Development (HRD) professionals'
perceptions of their work performance and competencies required of them, and has compared the results from the Netherlands, the UK, Italy, Germany and Finland. He...
...Gamification: A revolutionary phase for HRmanagement or myth?
Gamification… It’s a new word so I think you are going to learn at least a new term today. Gartner, Inc defines Gamification as the concept of applying game mechanics and game design techniques into non-gaming environment to engage and motivate people to achieve their goals. Gamification began to percolate in companies during 2010 when Badgeville started using this term to define their behaviour platforms1. Gamification has started inflowing very rapidly in different companies, for e.g. according to an Accenture report2, “gaming concepts have begun working their way into key HR functions”. Now coming on to second part i.e. the HRmanagement (HRM), Businessdirectory.com broadly defines it as “The process of hiring and developing employees so that they become more valuable to the organisation.” HRmanagement also includes planning the employee needs, training, evaluating performance and communicating with all employees at all levels.
HRM function has undergone tremendous change in past 20-30 years but the way the processes are conducted have still not changed. HR function is an important factor in organisations success and even for employee’s development. All the functions are being executed suitably by HR persons but still it lacked...
...Gina Miller 4DEP 11 October 2012
CIPD Human Resources Profession Map
The map was designed to assist HRProfessionals in there career progression by describing the highest standards of professional competence that can be achieved.
The Map is broken down in to three elements:
Made up of 10 segments, these describe the areas within the HR discipline and what is required.
The two core areas of the map.
Strategies, Insights and Solutions
This area defines that the HR person needs to have a deep understanding of the business activities, strategies and plans. The strategies created must focus on the needs of the customers and employees, and add value to the organisation. They must be aware of issues that could affect the strategy and come up with solutions to adapt it.
Leading and Managing The Human Resources
HRprofessionalsneed to be able to leads and manage a fit for purpose HR function, Ensuring that the function has the right capability, capacity, and organisation design, and that HRemployees are fully engaged, work collaboratively to support each other, each understanding what their own role is and how it contributes to the overall organisation strategy.
The organisation design...
3M HRManagement Action Plan
Human Resource Management in the 21st Century Knowledge Organization
Instructor: Dr. Jane Petrick
Table of Contents
Aligning 3M’s Business Goals with HR 4
Aligning 3M’s Organizational Goals with HR 6
Aligning 3M’s Cultural Goals with HR 9
“Managing talent in a global organization is more complex and demanding than it is in a national business - and few major worldwide corporations have risen to the challenge” (Khatri, Gupta & Chauhan, 2010). 3M has accepted the global challenge of business expansion. 3M is an innovative global company with significant goals set for the future. 3M has set aggressive sales growth goals over the next five years. These goals are to include:
Portfolio of Goods – understanding customer needs globally
Increased Environmental Sustainability
Reduce Air Emissions
Improve Energy Efficiency
Develop Water Conservation Plans
Fill 4,500 new positions over the next three...
Performance Management Plan
“Performance management is a series of activities designed to ensure that the organization gets the performance it needs from its employees,” according to the Mathis text (319). It should effectively communicate to managers and employees the standards for performance and the organizations goals.
Key Performance Areas
#3 Warehouse Associate
#4 Human Resources Assistant
#8 Mail-Room Coordinator
These employees will be provided with a job description likely at their interview, and if not at their orientation, which will provide the basic framework for their position within the company. Then, in more detail, they will discover the specific expectations, tasks and goals of their position during the training process. These details will be provided orally through training and also through training documents that will be made available to them at all times in digital form. These will include the day to day tasks, the purposes of such tasks, and the appropriate steps to complete them successfully. Before leaving the training program, each employee will meet with their direct supervisor regarding the skills and lessons learned. They will discuss the employee’s level of readiness, the immediate goals of the department, and the important role the employee’s position takes in...
...entry and tracking of a company‘s human resource department information, payrolls, management and accounting.HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM which has been implemented at Hero Honda, supports functions like Employee self service, Payroll, Personnel administration, Time management & Organization Management. The SAP team plays an important role in handling all the data & security issues relating to the HRIS package at Hero Honda. Thus, the onus for smooth functioning of HRIS lies on the SAP team members shoulders. Since, this HRIS helps the company in performing all the important HR functions, it has been highly successful in the organizationHUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM which has been implemented at Hero Honda, supports functions like Employee self service, Payroll, Personnel administration, Time management & Organization Management. The SAP team plays an important role in handling all the data & security issues relating to the HRIS package at Hero Honda. Thus, the onus for smooth functioning of HRIS lies on the SAP team members shoulders. Since, this HRIS helps the company in performing all the important HR functions, it has been highly successful in the organizationHUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM which has been implemented at Hero Honda, supports functions like Employee self service, Payroll,...
...Internet components. Google has an HR image as a creative contributor to business objectives through its work environment guided by HR. According to the head of HR at Google, Lazio Bock, the overriding key of HR at Google is its emphasis on organizational culture and business objectives. The focus of Google HR is on giving its employees flexibility to produce results, not just following core job requirements. Consequently, HR at Google has established innovative efforts for its people and has made the administrative part of HR efficient. Minimizing numerous HR administrative forms, data, and reports by using technology has occurred, which would be expected in a prominent technology firm.
At Google, HR communicates to its employees extensively about business objectives, organizational results, and relevant current information. Because many of the Google employees are stock shareholders also, they have a personal interest in Google being a successful business. Thus they continuously want to know the operational results by seeing current reports, data, and information. Overall, Google’s HR approach is unique in comparison to the approaches at other companies recognized by Fortune, but its success illustrates that how HR is established and operates can be a key to...
...information, pricing, and customer preferences under significant time constraints while maintaining a courteous and professional relationship. The ability to think critically under pressure is paramount to the success of any employee in this position. This is a problem-solving job where each scenario may present a new set of constraints and require flexible solutions. The ability to think flexibly, would allow an employee to maintain a calm, pleasant demeanor under pressure and give good, efficient customer service. The structured interview, described in the 2004 article by Ryans and Tippins, would provide the best insight into critical thinking skills for this position.
Structured interviews have high validity, and will prove to be a useful predictor of future performance while circumventing any perception of discrimination caused by the use of tests that are not directly related to the position. The interview questions should be largely situational in nature, requiring an applicant to respond to scenarios that typically occur on the job. The interviewers will be able to assess the applicants past performance, logic and thought process, and future success in the position.
To maintain reliability of the structured interview, individual candidates should receive the same questions administered by the same team of interviewers . The ideal team would include one member of HR as well as at least one or two line staff – for example Reservation...
...within the organization, including current employees, management, and especially corporate culture, which defines employee behavior. “(The Internal Environment: http://cliffsnotes.com/more-subjects/principles-of-management/managerial-environments/the-internal-environment).
Mission: to introduce people to Thai cultures and culinary and to offer customer fresh and delicious Thai food
Mission Statement: experience the spice of Thailand
To be an effective mission statement, organisation must consider 4 things
customers are the one who will be served, theyre the main reason why businesses exist. Many organization are trying to be close with the customer to increase customer base.
5.1.2 products / service
these are the things that will be produced and offered to customer. These are usually find customer wants before developing the product. As for thaitanic, thaitanic finds out consumer taste preference before opening up the restaurant
to be successful, business should also consider the location. It is where the business should locate. Thaitanic was located in PIK because the area is crowded and many people go to pik,mostly teenagers and families.
organization basic beliefs,values,aspiration and philosophical priorites.
Beside cutomers, products,locations,philosophy, organization should also concern for public image, and concern...