This goal for this week is to learn more about how Hr professionals can become Change Champions, Innovators and Integrators. These attributes are key for navigating the constant reinvention necessary for businesses to be effective and remain profitable in today's economy. An effective HR that supports and sustains change and innovation is what separates successful companies from the ones left behind.
(9/3/13)
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Sept 7th update:
Here's a sanpshot of my activity on SHRM this week. The responses I received from Nancy and Michael were well supported arguments on both sides of the statement. They made for an interesting read.
(9/3/13)
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Sept 7th update:
Here's a sanpshot of my activity on SHRM this week. The responses I received from Nancy and Michael were well supported arguments on both sides of the statement. They made for an interesting read.
I found an awesome quote today, while researching for my discussion about agents of change:
ReplyDelete"Knowledge comes by taking things apart: analysis. But wisdom comes by putting things together." - John A. Morrison.
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Another great read I stumbled upon this week (outside of the recommended lectures), was an article written by Henry Doss. He develops an interesting theory: "If your organization is conducting innovation leadership training, the odds are it’s failing. And there’s a very simple reason why: You are focused on training leaders to lead people, rather than training leaders to build and lead systems. And if that’s the case, you are surely failing." (Doss, 2013)
Reference:
Doss, H. (2013) Change Agents Why Your Innovation Leadership Training Will Fail. Forbes. Retrieved from: http://www.forbes.com/change-agents/
Among other things, I also explored the use of Communications Audits this week. A communication audit is a comprehensive evaluation of an organization’s ability to send, receive and share information with various audiences within the organization, as well as key outside stakeholders, such as customers and investors (in the case of the company I work for). One aspect the HR department at SSB integrates when conducting these audits is finding innovative ways to “build talent for the future” (Ulrich, 2013). Effective communication creates a better sense of community, which leads to a more involved, happy and productive employee.
ReplyDeleteBy conducting a communication audit HR can uncover the strengths and weaknesses between management and employees, customers and other groups - investors, the news media, regulators etc. The exact nature of the audit will depend on the type of organization and its particular needs and problems. (Hall, 2010) One objective is to improve future communications by developing a strategic plan, through a series of recommendations, and to determine where gaps exists which need to be bridged. Other objectives: achieve brand recognition, modify perceptions, maximize sales, encourage community support or establish leadership. Network analyses, critical incident review, focus groups are the main methods of audit used successfully at SSB.
References:
Hall, B. (2010) "Communications Audit: How Can It Help You?", "The Side Road". Retrieved on 2010-09-28. Retrieved from: http://www.sideroad.com/Business_Communication/communications-audit.html
Ulrich, D. [RBLGroupTV]. (2013, March 8). Innovator and integrator - HR competency study. [You Tube]. Retrieved from: http://www.youtube.com/watch?v=hthIkoHcr5I