The most memorable
phrase I read this week is very likely Ulrich’s “HR professionals are
architects.” Learning about how to be a strategic positioner is an invaluable
proposition.. "When an innovation architecture exists, leaders act on it
and HR practices reinforce it." (Ulrich, 2013)
As a State Street
Bank Team Leader for the Boston Landmarks Orchestra volunteers this summer, I
encountered numerous opportunities to build and strengthen relationships both inside
and outside the bank. Bringing the outside experience within the workspace is
by far one of the best approaches to improving satisfaction and building
lasting collaboration. This doesn’t only increase the morale of the employees,
but the connection with the clients and the community as well. Innovation, integration,
cross-cultural understanding are at the core of shaping a global mindset, which
is indeed becoming a “critical HR competency” (Ulrich, 2013). People want to be
involved and appreciate the opportunity to help their community. So when the business
they work for identifies and acknowledges this needs by providing the necessary
tools and support to the employees this translates into a “win-win” situation. For
example, having access to an easy to use tool (the “EasyMatch” website) which allows
me to make my State Street Bank coworkers aware of the volunteering opportunity
with BLO has been priceless.
An HR
professional’s job of making the company become the employer of choice becomes
much easier when there’s a two-way communication and the HR listens to the
needs of the staff. A happy and effective employee is what a costumer would
choose. So employing people who have an aptitude for getting things done and
implicating themselves to drive a change or better life in their community is
most certainly a plus from a customer’s perspective.
As the discussions with
my fellow classmates progressed this week, I discovered a few additional reading
resources that might be of interest to others as well. One would be Kessler’s “Encyclopedia
of Management Theory” (2013) - "a core reference for anyone interested in
the essentials of contemporary management theory." Another one is Vosburgh’s
article on “The Evolution of HR: Developing HR as an Internal Consulting
Organization”, which I also quoted in my posted class ponderings.
I also made good use
of the SHRM threads. I attached below (under the references) my posting in response
to Jennifer Allison’s question on the topic of “Being a Change Champion in HR”.
All in all, a great
first week. “Group 1” came together quite nicely as well and we build a strong project
overview for our group project.
Looking forward to putting
together the questions for the HR manager interview. More updates on that, next
week.
Best,
Denisa
References:
Kessler, E. (2013) Encyclopedia of
Management Theory Pub. date: 2013 | Online Pub. Date: May 08, 2013 | DOI:
10.4135/9781452276090 | Print ISBN: 9781412997829 | Online ISBN: 9781452276090
| Publisher:SAGE Publications, Inc.
Vosburgh, M. R. (2007) The Evolution
of HR: Developing HR as an Internal Consulting Organization, Human Resource Planning 30.3, Mirage Resorts,
MGM MIRAGE. Retrieved from: http://c.ymcdn.com/sites/www.hrps.org/resource/resmgr/p_s_article_preview/hrps_issue30.3_evolutionofhr.pdf
Ulrich, D. [RBLGroupTV ]. (2013, March
8). Strategic Positioner - HR competency study.
[Video file]. Retrieved from: http://www.youtube.com/watch?v=ykFL9n_iJyM
http://community.shrm.org/Communities/ViewDiscussions/ViewThread/?GroupId=145&MessageKey=d9786685-2497-40aa-8767-e11b4cf9faf2
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