Hierarchies - The future

When we talk about organization structure, an important component therein are the hierarchies.
Hierarchies traditionally started with people being made accountable for the task they do, this resulted in different types of structures being adopted by organizations.
However today organizations face an increasingly competitive market place and this has made a radical difference to how organizations look at organization structures.
The new structures are characterised with
1. No Boundaries.... not hierarchical
2. Blurred and overlapping job descriptions.
3. Changing need of role.
For these structures to exist, organizations today are focussing on hiring people with cross functional skills, who can easily adapt to the changing work environment. How well these structures are able to respond to the changes is a function of an organization's ability to manage the fluidity of these structures.

Recruitment - Pollsight (Insight into Poll Results)

Why a poll on recruitment ?- The article talks about how recruitment has transformed from an administrative to a strategic function

Talent shortage is forcing organizations to reconsider their approach towards recruitment.
From a reactive need based to a proactive on time model, recruitment and the philosophy driving it have undergone a paradigm shift.
Organizations are integrating recruitment into their talent management strategy, thus making it integral to the overall business goals and objectives.

Organization Modelling

Getting the Basics right !!! Most important for any HR implementation is correct organization modelling.
Few things to rememeber here
1. Your actual organization structure can be represented on system but that should not be the criteria for defining HR organization structure.
2. Job and Position definitions that have been traditionally there may not really make sense when you implement system. This could call for a change...
3. Remember when you implement any HRMS system, it would give you an opportunity to look at your systems and processes, relook at them..........thats an opportunity to do away with whats not required.
4. Use Organization structure as a base to define how the organization would be modelled. For ex : You may chose to implement a competency based system, performance based
5. Do not hesitate to cut down on whats not required - Old job definitions, long definitions, large number of categories.
They say well begun is half done.

HR Implementations - Costly and Complex

Not heard of an organization not say this, almost all HR implementations are complex and costly. There must be reasons beyond software and thats what we would explore in the coming days. Please put in your comments so that we can make this discussion multidimensional

THE BEGINNING...HR the Humane Way



Welcome all to the first blog post. I would like to begin with something that happened few days back at a conference where i was a participant..



I was a part of a nice panel discussion on how technology is changing the way we manage human resource. It was about organizations are adopting HR Technology (HRMS,niche solutions) and how HR's role is changing with the new found support. It augurs well for HR Department to have the technology at their disposal but it also sometimes mean that HR tends to ignore the Humane touch to the profession.
For ex : Appraisals are increasingly becoming form filling exercises with no real meaning, what about the recruitment process being outsourced, where people hardly get to interact with the recruiter. Are we heading for a HR function with no human face to it ?
I would like to believe that technology can only be an enabler, with use of technology providing tools for managing our resources better. What you say folks ?