Business Development

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In many explanations both written and at seminars, we often heard about the efforts to increase the role of Human Resources in many corporate organizations. Starting from the basic things, the mentioning of the organizational unit such as human resources for example, and the use of the name of personnel to become the Human Resources. Lately, we usually heard about the use of the name of Human Capital.

According to its name, the role of human resource management is already been through many transformation processes. From the role and focused only on personnel administration activities, to become a business partner of this management team. Manifestation of this strategic role, one of them can be seen on the direct involvement of the company’s top leaders for making strategic decisions of the Human Resources; the existence of a special board of directors who manage the aspects of planning and development of the Human Resources.

As David Ulrich said, an expert and author in the field of Human Resources: Human Resources should not be defined by what it does but by what it delivers to the organization’s customers, investors and employees. The role and the focus are no longer on the aspect of standard staffing and settlement of the compensation issues, for example, but rather on the aspects that are oriented on the outcomes. From various surveys and observations, lately we usually heard about the strategic issues of the Human Resources, more often become an interesting topic of discussion at the executive forums.

Leadership development, organizational transformation and corporate cultures, identification and talent management, productivity increased and learning, planning and the implementation of training programs have become the focus of attention of the senior leaders of the company.

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Tags: developing human resources, Employees, human resource management, Leadership, management development, Qualified human recources . This entry was posted on Monday, July 12th, 2010 at 10:19 am and is filed under Development Management. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.