http://www.connectioneconomy.com/2008/04/23/the-great-hr-paradox/ Blogging about Tomorrow's world Today Thu, 18 Mar 2010 14:51:29 +0000 http://wordpress.org/?v=2.9.2 hourly 1 http://www.connectioneconomy.com/2008/04/23/the-great-hr-paradox/comment-page-1/#comment-624626 Brad Adriaanse Thu, 01 May 2008 23:01:32 +0000 http://www.tmtd.biz/2008/04/23/the-great-hr-paradox/#comment-624626 I've recently taken up a Learning and Development role at a Business Advisory practice, and am discovering that the HR/L&D focus is currently driven by the realization "bugger staff turnover is high because they're unhappy, lets get training together to keep them on board!". While this has provided significant energy and drive in fast tracking the development of a training prog and allocating the necessary resources, it reflects a lack of strategic thinking around initiatives that will anticipate potential challenges and actioning the required initiatives to avert turmoil e.g. high staff turnover and dissatisifaction. It's becoming increasingly evident that HR should be utilised proactively and with a broader understanding of it's value rather than a reactive, "quick lets plug the hole" tool. I’ve recently taken up a Learning and Development role at a Business Advisory practice, and am discovering that the HR/L&D focus is currently driven by the realization “bugger staff turnover is high because they’re unhappy, lets get training together to keep them on board!”. While this has provided significant energy and drive in fast tracking the development of a training prog and allocating the necessary resources, it reflects a lack of strategic thinking around initiatives that will anticipate potential challenges and actioning the required initiatives to avert turmoil e.g. high staff turnover and dissatisifaction. It’s becoming increasingly evident that HR should be utilised proactively and with a broader understanding of it’s value rather than a reactive, “quick lets plug the hole” tool.

]]> http://www.connectioneconomy.com/2008/04/23/the-great-hr-paradox/comment-page-1/#comment-613863 Patrick Andries Fri, 25 Apr 2008 06:03:10 +0000 http://www.tmtd.biz/2008/04/23/the-great-hr-paradox/#comment-613863 Too many companies suffer from Hierarchical Syndrome. Top don’t speak to bottom, top more important than bottom. Untill we realise that even the cleaning person making tea in the morning is as important to understanding and practising the vision & mission of the company as the CEO, we will keep on having to look for new staff when they do not conform to what is expected of the company. We however have to ask the question was the necessary time spent with the individual and do they feel part of the vision & mission of the company. Too many companies suffer from Hierarchical Syndrome. Top don’t speak to bottom, top more important than bottom. Untill we realise that even the cleaning person making tea in the morning is as important to understanding and practising the vision & mission of the company as the CEO, we will keep on having to look for new staff when they do not conform to what is expected of the company. We however have to ask the question was the necessary time spent with the individual and do they feel part of the vision & mission of the company.

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