|I am happy to share with you a model I've been working on for achieving strategic organizational
success with an Human Resources Management System.
I created this model based on my assessment of key areas, philosophies, thought processes, and actions required for ongoing growth and success in an organization.
I am happy to share with you a model I've been working on for achieving
strategic organizational success with an Human Resources Management System. It
is being continuously developed and refined as I gain more work experience,
conduct research to test it, through my extensive readings, and my conversations
with professionals in the field. I created this model based on my assessment of
key areas, philosophies, thought processes, and actions required for ongoing
growth and success in an organization.
The model is made up of three main dimensions to an organization’s success.
Within these are a list of what I call “Essential Elements”. I am currently
working on a white-paper that goes more into detail about how I envision this
model to be put into practice, and the philosophical justification for the
Essential Elements in each of the following dimensions:
|“Set-Up”: Comprising of the elements that make
up an organization’s physical structure, bureaucratic systems,
processes, and the numerical strength of its human capital. A sound
‘Set-Up’ is required to be able to practice and implement business
innovations, proper execution of processes, utilization of talent, and
the generation of new ideas for the future.
“Philosophy”: The most important facet that drives any organization and
its people is thought process. How each individual thinks and feels surely
affects their motivation levels, commitment to themselves and the company, and
sophisticated thought and action. ‘Philosophy’ not only covers individual
thought, but encompasses the entire organization’s reason to exist. Deep,
fundamental questions need to be answered before strategizing for the next phase
of success. Most importantly, as organizations constantly need to change, so
will their ‘Philosophy’. However, this binds everything you do in the
organization, and should foster your vision, mission, strategy, systems,
processes, and should pervade every aspect in your organization. ‘Philosophy’ in
organizations will be created, changed, and refined by ethical responsibility
principles that do not change.
“Action”: Action is the reason organizations are successful. Coupled with
efficient ‘Set-Up’ and ‘Philosophy’, ‘Action’ is the engine that moves the
entire system to new levels. Here, I have incorporated some of my work in the
areas of HR Management into key actions so that you can get an idea as to where
my underlying thoughts are in regards to HR functions.
As you can see, I personally believe that having to live and work in a global
world within varying socio-political situations, I place much emphasis on
value-systems driving business. I have taken the liberty to assume that ethical
practice and responsibility will lead to genuine business growth and results. No
matter what its business or vision, organizations must feel a commitment to
their market and act with excellence in service to the customer they provide
for. Profit will thus be a by-product via the loyalty and support of your
customer-base. In a world of conflict and controversy today, the onus is on
businesses to genuinely care about meeting an essential need of everyday people.
The development of an ethical value system is indeed the foundation of this HRM
Strategic Success Model.