Shiraz and his work

Ram charan's post has created a stir in the business world! debates have started to revisit the HR functions and models. Executives say 'when HR is going to set up'. Micheal A McDonnell has proposed a new model for HR while adding a new designation CPO 'Chief People Officer'. of-course it looks catchy! This person will look at 3 strategic functions: 1. Culture - focusing on employer brand and employee engagement strategies 2. Leadership and Innovation - developing future leaders 3. Talent - right pool of candidates Rest i think is the old functions but with new name! all the best for HR professionals ----------------------------------------------------------------------------------------------------------------------  you can read the complete article on cipd blog  here

Two weeks back when i share my views on future of HR, my students were dis-hearten and said "there seems to be No Hope in HR". One student said "now i need to decide whether i opt for HR majors or not". These things worried me and i told them "its not going to finish but there may be radical changes". Here i am copying the Dave Ulrich (HR Guru) article published in HBR. ------------------------------------------------------------------------------------------- Ram Charan’s recent column “ It’s Time to Split HR ” has created quite a stir. He argues that it’s the rare CHRO who can serve as a strategic leader for the CEO and also manage the internal concerns of the organization. Most CHROs, he says, can’t “relate HR to real-world business needs. They don’t know how key decisions are made, and they have great difficulty analyzing why people—or whole parts of the organization—aren’t meeting the business’s performance goals.“ While I have enormous respe...

Today we are living in a knowledge-based economy, where Value is the product of ‘knowledge’ and ‘Information’. I belong to Training and Teaching profession where I am suppose to either ‘Add’ or ‘Create’ value through dissemination of knowledge. The purpose of this post is to share my thoughts on ‘future trends in Training & development, teaching and learning’. So what’s the difference between training and learning! Training is: Content based Issues oriented Led by Instructor Whereas learning is: Continuous process Self directed Contextual When we talk for future of training and learning, then two things are important is this regard: Creation of knowledge Sharing of knowledge In future the creation and sharing of knowledge is ‘free’; following will be the powerful sources in training and learning: 1. Google : this organization needs no introduction. started in 1996, as a research project by Larry page and Sergery Brin when they were both PhD students a...

why HR professionals need to have an HR plan? discuss its merits and demerits

So how do you see the future of OD and what will be the relevant skills for this profession

Global status quo is today challenged by 2Ts. The first being ‘Technology’ and the other ‘Talent’ . Richard Dobs (Director McKinsey Global Institute) wrote in Mckinsey Quarterly November 2012 that “Technology has produced 900 million non-farm jobs in the developing economy since 1980”. The emergence of high tech companies amongst Fortune 500 lists have been a phenomenon during the last 10 years. Google, facebook and Apple are few!  In today’s wonderful world an app can make you a millionaire or even a billionaire at a young age! D’Aloisio, only 17 years old, sold an APP “Summly” to Yahoo for $30 million. Recently facebook, itself started-up by teenagers, acquired ‘whatsapp’ for $19 billion! This is just beginning of technology and more will come in future. Numbers with a dollar sign have grown exponentially while the numbers denoting age have become almost irrelevant! The disruptive fuel that drives Technology is human Talent. A study by MGI (http://www.mckinsey.com/insights/...