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

Leaders are different from managers, the question is what makes them different? what skills and competencies differentiate leaders from managers. Some years ago i read the leadership survey conducted by DDI which identified the most important skill leaders need. here i am sharing another research by  by Jack Zenger and Joseph Folkman -------------------------------------------------------------------------------------------------------------------------------------------------------- A few weeks ago, we were asked to analyze a competency model for leadership development that a client had created. Its was based on the idea that at different points in their development, potential leaders need to focus on excelling at different skills. For example, in their model they proposed that a lower level manager should focus on driving for results while top executives should focus on developing a strategic perspective. Intuitively, this makes sense, based as it is on the assumption t...

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...