In any area of business, it requires courage to do something radically different. Any kind of restructure brings with it the risk of complete failure if it isn't managed in the right way. It is understandable if sometimes the temptation is to blunder along with a set-up that works badly rather than creating upheaval and running the risk of emerging with one that doesn't work at all. Human resources training and development keeps an entity abreast with relevant skills, experience and specialization necessary in the furtherance of its objectives.
The purpose of the exercise is to realize the potential of an existing workforce of a particular size to produce the most efficient service capability possible. It helps an organization to fully utilize the potential of its human resources. This can only be achieved through periodical training, seminars and workshops, career development causes and performance appraisal.
Those animals which are streamlined in shape tend to be fleet and powerful. The bottlenose dolphin, the mako shark and the savage but stealthy pike all reach impressive speeds through the water when on the search for food. Man-made vehicles such as the submarine, various supersonic aircraft, and cars designed for speed all operate in accordance with a similar and fundamental principle. It is not bulk that propels an object forward to its potential, but rather it is an aero-dynamism and optimum design that is responsible.
Thus it is as well with almost any type of organization, whether it happens to be a sports club, an amenity group, a civic entity or business. The structure needs to be powerfully designed but rid of surplus fat, single-mindedly constructed for advancement and ultimate progress, if it is to achieve its maximum potential and stay placed at the leading edge in its field.
Any case for change needs at the very least to incorporate a vision. It is important to take a view on what we want to get out of the project, and where we wish to be at the end of it. It is equally important that this vision is communicated properly, to facilitate buy-in from the key people upon whom we depend on making it work.
Good managers will understand that the cost of replacing well-experienced staff and coaching their replacements can be not inconsiderable, and aside from this initial cost there is the possibility of a deeper negative effect upon the staff morale. It is usually considered better to equip existing staff with the requisite talents through which to maximize their potential and to supply an environment which generates pride and commitment with the minimum of demand upon resources.
One other essential aspect of HR Development, sometimes known simply as HRD, is to ensure the ultimate synchronization of individual talents with the corporate needs of a given organization. Some staff does, of course, still need to be dispensed with when there is a need to downsize, and if not handled correctly the process of making redundancies cam cause others within the organization to panic. Thus redundancy management is an integral part of HR transformation coaching.
The experience of a successful shift to shared services and a better-integrated operation must inevitably bring confidence in its wake and create the mindset that enables the organization to proceed with a more thorough overhaul of its infrastructure and its practices. At the culmination of this process, it is left with a leaner, more efficient and yet at the same time more economical operation that is better equipped to compete out in the modern world.
The purpose of the exercise is to realize the potential of an existing workforce of a particular size to produce the most efficient service capability possible. It helps an organization to fully utilize the potential of its human resources. This can only be achieved through periodical training, seminars and workshops, career development causes and performance appraisal.
Those animals which are streamlined in shape tend to be fleet and powerful. The bottlenose dolphin, the mako shark and the savage but stealthy pike all reach impressive speeds through the water when on the search for food. Man-made vehicles such as the submarine, various supersonic aircraft, and cars designed for speed all operate in accordance with a similar and fundamental principle. It is not bulk that propels an object forward to its potential, but rather it is an aero-dynamism and optimum design that is responsible.
Thus it is as well with almost any type of organization, whether it happens to be a sports club, an amenity group, a civic entity or business. The structure needs to be powerfully designed but rid of surplus fat, single-mindedly constructed for advancement and ultimate progress, if it is to achieve its maximum potential and stay placed at the leading edge in its field.
Any case for change needs at the very least to incorporate a vision. It is important to take a view on what we want to get out of the project, and where we wish to be at the end of it. It is equally important that this vision is communicated properly, to facilitate buy-in from the key people upon whom we depend on making it work.
Good managers will understand that the cost of replacing well-experienced staff and coaching their replacements can be not inconsiderable, and aside from this initial cost there is the possibility of a deeper negative effect upon the staff morale. It is usually considered better to equip existing staff with the requisite talents through which to maximize their potential and to supply an environment which generates pride and commitment with the minimum of demand upon resources.
One other essential aspect of HR Development, sometimes known simply as HRD, is to ensure the ultimate synchronization of individual talents with the corporate needs of a given organization. Some staff does, of course, still need to be dispensed with when there is a need to downsize, and if not handled correctly the process of making redundancies cam cause others within the organization to panic. Thus redundancy management is an integral part of HR transformation coaching.
The experience of a successful shift to shared services and a better-integrated operation must inevitably bring confidence in its wake and create the mindset that enables the organization to proceed with a more thorough overhaul of its infrastructure and its practices. At the culmination of this process, it is left with a leaner, more efficient and yet at the same time more economical operation that is better equipped to compete out in the modern world.
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