Storm clouds gather?

imageThroughout my conscious existence, the eventual dire fate of our world has hovered in the background. Ibn Katheer has described it best and in detail in his End of Times book. All faiths of the holy books, have also forecast dire circumstances and the resultant conflagration within an approaching time period. That they have forecast the heavy involvement of Syria in the events, is even more disconcerting. Till five years ago, one relied on the unlikelyhood of the imminent involvement of Syria as a show stopper. Not anymore! Syria is central to the world’s issues. The internet is rife with scholars warnings, that events are leading to disaster. Not that anyone is heeding them.

If you turn to logic rather than religious belief, it is still as alarming. The status quo suggests a terrible period ahead. Why mankind cannot cure its ills, is a subject of great study. We are seemingly on an auto pilot and heading towards a mountain. Listed below in no particular order, are some of the prevalent issues.

A) economic upheavals and another impending economic disaster.
B) social ills (ageing, population, migration, inequality, family breakdown).
C) military and security tensions which have come to the fore. (bombs galore)
D) consumer economics and its by-product “disastrous environmental damage”.
E) technology race, the cause of many social and economic ills.

All the above are well documented or broadcast over media channels world over. We get a daily doze in the news. It probably compounds the issues, as positions get entrenched. So Fox News broadcasts to ~30 % of the US population, who believe in them implicitly and each story is a further confirmation of that belief.

Nevertheless, we humans have lived in hope down the ages. We do not give up easily and surely our minds look at these circumstances and say ‘there must be a way out’…’there must be some hope’. I too am an eternal optimist.

To my mind this is really encapsulated in two differing routes.

I) the spiritual answer
II) the technology answer

They seem to be mutually exclusive, as the first does not rest well with the second; both are at opposite ends of the spectrum.

The ones who believe in the spiritual side and Allah being the omnipotent one, think that we have to slow this cycle down. Bring a balance to existence. Stop exploiting humans and resources, consume less, be friendlier and rely on Allah to help us to repair this world. It means a peaceful existence, with much less to consume and a calmness returning to life, rather than the present frenetic, headlong madness and rush. The stock market would rule us no more. It means economic targets are not man’s goal and we shall revert to conditions where serenity is as important as the next square meal.

The technology side hopes to create more advanced technology, which will resolve our consumption issues and enable us to power the earth to sustenance, without causing long term damage, unlike in the last 300 years. Can this be achieved? Certainly, some technology suggests this. But, a bit worrying is the cognitive artificial intelligence which can design and build by itself. Personalities like Steven Hawking and Bill Gates have expressed trepidation, whether humanity is about to lose control to the computer and end up with a Skynet type scenario.

Trending suggests that technology will drive things on to whatever end rather than spirituality. That is the way the world is tilting.

Either silver lining, to the present circumstances of the world, is an essential. If one is intuitive enough, one can feel the stretch of humanity. Unfortunately, most cannot see this, as they go about their stressful tasks of daily existence; but just sit back and watch….it is visible! A world at the edge of the precipice, one can see storm clouds gather and there is horror on the horizon. Someone or some people will have to come forth and steady the ship. Soon!

* picture from wallpoper.com

A satellite view of the Human Resource Organisation

imageRecently, I was questioned about the role of Human Resources function, in a vibrant organisation. This blog relates a satellite view of a balanced human resource function.

The purpose of the HR function is to build an organisation, which delivers the Vision, through a culture based on a defined set of Values. The culture should be one desired by the system, including shareholders, BOD, management, employees and even related business parties.

The Values are chosen after consideration of the Vision, the preferences of the system, and applicability to ethics, morality and environment of the resident society.

HRs purpose is not to create the Vision, but to ensure the capability and culture which delivers it. Once the Values are set, the broad HR roles are:-

A) Recruitment of employees who fit within this Value system. If we ignore ‘the right fit’ and hire willy nilly, we will never deliver the desired culture nor the Vision. Open the gate only to suitable people. So, there has to be a defined profile to hire, which is strictly adhered to.

B) HR ensures employees are dealt with even-handedly. Compensation & Benefits should never be a reason, for an employees failure. This means compensation benchmarking to comparator companies and an agreement on a percentile versus the market. So, if we target mid quadrant, then the company will sit around 50 percentile of compensation levels. If it is the top quadrant, it will be 75 percentile. At 100 percentile, it would be the top payer in the comparator basket.

C) While ensuring day to day functionality through C&B, the strategic work of HR is in Talent & Organisational Development.

Annual evaluation
Developing talent
Developing the organisation
Employer branding

Annual Evaluation

If merit is the culture, then evaluation of employees performance becomes the crux. A fair, well orchestrated and deep rooted evaluation (at least on an annual basis) is an essential. A development plan for each employee will be a subset of this evaluation. Compensation, promotions and career building are the end result of this evaluation. The company Vision, Values and culture will sustain or fail on the back of this process.

Developing talent

The talent recruited is modelled to suit the company culture . HR builds their capacity to ensure delivery of employee potential. This includes initial orientation, creating a development plan (based on annual and a 360 degree evaluation); later, executing that development plan. Development could be on the job, through in-house training, counselling (mentoring) or outside training. Sometimes a short term work assignment could be another method of development.

High potential (HiPo) employees are a special breed and this career development route is popular. Employees assessed with high potential are developed on a fast track. They are visibly treated better. It does not go against the culture of merit, since HiPo are evaluated through a transparent system. Nevertheless, the jury is out on this HiPo system and time will tell if it is successful.

Developing the organisation

Organisational development is built around the tool of engagement. An evaluation tool could be an engagement index or an organisational health report. We gauge the health of the organisation, based on the criterion of values and culture implemented. Structures, level changes, shape of organisation and employee engagement activities are based on these reports. Through these actions the company develops its organisation to achieve its Vision.

Engagement activites are many fold. Sports events; birthday bashes; lunch talks; magazines; employees interactivity; town hall talks; homogenous privileges; management walking corridors for better engagement; an open door/communications policy.

In the end, both company and employee should benefit from this development. It is value addition to the organisation and the individual. Even if the individual moves on to another organisation, it adds value to society.

Employer branding

This is taking a leaf out of our brand knowledge in Marketing. Through HR strategy, positioning, its imagery and execution, we create a visible icon, which then represents the employers brand. It is recognised internally and also externally in industry, public and universities. It becomes the main driver of the encapsulation of our HR culture, strategy and the execution centres around this employer brand. Just as we create brands for consumers, so we create a brand for our people and the world of employment.

D) HR plays business partner for CEO. They are the culture and people pulse for the organisation. HR should be the first to feel any vibration, inform the organisation and take action accordingly. Therefore, be a shadow behind the CEO, stepping into the brain whenever required or appropriate.

E) HR being the owner of culture is also the owner of policies, history, and the purveyor of the company story. It establishes an appreciation and awards culture; institutionalises the history; and celebrates its heroes. Once you achieve this institutionalisation, a company would very rarely disappear. There is just too much foundation for that to happen.

F) Technology and its role is already like an extra skin of HR. A reasonable size organisation just has to use technology for efficiency and ensuring data capture. But it should not de-humanise the face of HR. In the coming decades, with huge digitalisation, cognitive artificial intelligence and 3D printers (robotics), I expect this to be the greatest challenge which HR will face. Maybe the greatest challenge which the human race will face.

* thanking Kanwer Anwer Saeed for his critique
** picture is from Dreamstime.com

%d bloggers like this: