Towards a People-Centric Organizational Culture
In an ever-changing corporate landscape of today, human beings have become the most valuable entity for an organization. Truly, ‘people power’ is here to stay and thrive as the corporations’ world over orient themselves towards knowledge management and intellectual domains. Read on how…
In the last 20 years or so, the corporate world has witnessed a 360 degree transformation. The emphasis has shifted from the ‘old as the hills’ manufacturing school of thought to the modern service oriented outlook. Every company, business entity, corporate house today is focusing on how ‘better’ to ‘serve’ its internal and external customers. Never mind if you deal with classical products such as steel, cement and oil, the thrust is still on ‘serving’ people better. The high degree of competition prevailing among companies ensures the service levels to be always upto the mark and always on the upswing. The ‘real’ gainer from such a service oriented strategy is the consumer/employer who perennially enjoys high service/benefits.
In the modern corporate set up, corporations are realizing the significance of fulfilling the needs and aspirations of their human associates and stakeholders.
As employers, individuals need perennial motivation and zeal to excel in their work. HR Managers are paying close attention in evolving people management strategies to painstakingly work towards enhancing the motivation level of the employees. These strategies are then integrated with the business plans to achieve total effect. The idea is to instill the feeling of trust in the employees towards the company, fulfill their needs and aspirations, and provide them with job security. These things go a long way in making the employees feel contended and a contended workforce is a great asset to the organization in enhancing efficiency levels.
Over the years, the HR function has acquired a significant position in organizations. In the modern era, the ‘true’ value of an organization is judged by the efficiency and expertise of its human talent. The emphasis is on training and skill development of the employees. Since the corporate environment is changing rapidly, there is an ongoing need to update the skill set of the human resources so that each employee is upto the mark in his/her work domain.
The shifting of emphasis from ‘manufacturing’ domain to knowledge’ domain has seen the rise of the ‘knowledge worker.’ In modern corporate set-up, you stand out from the ‘also-rans’ if you have the requisite ‘skills and ‘expertise’ for the job at hand. Therefore, the HR professional becomes all the more significantly poised, as he has to devise policies and practices to nurture the vast pool of talent available in the organization and fuel its growth.
The new-age professionals are eyeing something more than monetary compensation in their respective roles. For them job satisfaction emanates from the quality of work life, more challenging assignments and a well defined career path. The competition is such that the professional is looking for a secure future and long term benefits from his/her employer. So the HR Department, which hitherto was more or less concerned with just maintaining status quo as far as employee management is concerned, has suddenly become more dynamic. Designing people-centric policies has become the norm at a typical HR set-up in an organization. The function has transformed from Human Resources Development (HRD) to Human Resources Management (HRM).
Today a need is being felt to widely integrate the communication systems with the HR policies. This would enable a ‘learning’ culture among the employees. Such a knowledge sharing mechanism would enable one employee to learn from the mistakes of the other employee. Also, this system would enable sharing of ideas between employees. With time, this would contribute towards improving quality environment in the organization and help the corporation move towards ‘zero defects’ culture.
The changing face of the HR domain clearly illustrates the lateral shift in the social fabric of the new age corporate professionals. They have become more futuristic in their outlook. These individuals have the capability of re-defining business interactions and mechanisms in times to come.
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||Very lucid description Vivek. I must congratulate you in your maiden attempt-though am not sure, if it is really a maiden one!You write like a professional. I used to be a fan of your father's writings. I think I have to change my allegiance now!|
||An informative short essay on modern trends in corporate thinking.||