Friday, May 28, 2010
My Email Details
Dear friends we are facing a challenge with the comments tool for the blog. Many of you are unable to share their thoughts due to this problem. In the meantime you can send your thoughts to chulubrett@yahoo.com until we resolve the technical challenge.
Friday, May 21, 2010
Interview with HR Guru-Dave Ulrich
You automatically enter into our draw to receive Professor Dave Ulrich's ground-breaking book, HR Transformation:Building HR from the outside in. Register your e-mail on this blog and give your full name.
This week we were priviledged to get an exclusive interview with Professor Dave Ulrich. Dave has been voted HR's most influential thinker for three years in a row, 2007,2008,2009 by the respected UK-based magazine, HRMagazine. He was also named the #1 management educator and guru by the highly respected magazine,Businessweek.Dave shared with Brett insights on the current and emerging issues in HR. We provide a summary of some of the issues discussed in the interview.
Credible activist
Dave indicated that in their most recent research on HR competences, they found out that an effective HR professional is a credible activist- respected and has a point of view about business results. He says it is not enough for HR to be liked.
HR with an attitude
This is an interesting concept. He explained that HR with an attitude means the HR professional has a very strong point of view about business results. Dave gave an example of a company called Flextronics where HR meets with customers to understand their expectations. This is an emerging work of HR. Flextronics uses the insights from customers to build HR practices that meet customer expectations-hire,train, pay and communicate around customer expectations. The idea is that HR begins with the business. But the business begins with the customer. Modern HR needs to have a line of sight that runs to external customers inorder to impact business results. Such an HR will gain respect in business. Customers and employees should focus on the same issues according to Dave.
This is what we call telescopic thinking hence our column name: The Human Capital Telescope. A telescope sees objects several light years away. Pro-active HR acts like a telescope.
HR should market itself as a professional services firm says Ulrich
Professor Ulrich drew examples from legal firms, advertising agencies and accounting/audit firms. The underlying idea is that a professional services firm turns knowledge into client productivity. Dave says, likewise HR should turn its unique expertise into client (line manager productivity). Dave says HR has information about people, performance and work-these centres of expertise should be turned into useful insights to help line managers improve productivity.
Looking forward to hosting you on the next blog, next week. Spread the word so that we can share our thoughts on a regular basis.
For the full interview go to http//:theindependent.co.zw. You can use search words once you get onto the Zimbabwe Independent website.
This week we were priviledged to get an exclusive interview with Professor Dave Ulrich. Dave has been voted HR's most influential thinker for three years in a row, 2007,2008,2009 by the respected UK-based magazine, HRMagazine. He was also named the #1 management educator and guru by the highly respected magazine,Businessweek.Dave shared with Brett insights on the current and emerging issues in HR. We provide a summary of some of the issues discussed in the interview.
Credible activist
Dave indicated that in their most recent research on HR competences, they found out that an effective HR professional is a credible activist- respected and has a point of view about business results. He says it is not enough for HR to be liked.
HR with an attitude
This is an interesting concept. He explained that HR with an attitude means the HR professional has a very strong point of view about business results. Dave gave an example of a company called Flextronics where HR meets with customers to understand their expectations. This is an emerging work of HR. Flextronics uses the insights from customers to build HR practices that meet customer expectations-hire,train, pay and communicate around customer expectations. The idea is that HR begins with the business. But the business begins with the customer. Modern HR needs to have a line of sight that runs to external customers inorder to impact business results. Such an HR will gain respect in business. Customers and employees should focus on the same issues according to Dave.
This is what we call telescopic thinking hence our column name: The Human Capital Telescope. A telescope sees objects several light years away. Pro-active HR acts like a telescope.
HR should market itself as a professional services firm says Ulrich
Professor Ulrich drew examples from legal firms, advertising agencies and accounting/audit firms. The underlying idea is that a professional services firm turns knowledge into client productivity. Dave says, likewise HR should turn its unique expertise into client (line manager productivity). Dave says HR has information about people, performance and work-these centres of expertise should be turned into useful insights to help line managers improve productivity.
Looking forward to hosting you on the next blog, next week. Spread the word so that we can share our thoughts on a regular basis.
For the full interview go to http//:theindependent.co.zw. You can use search words once you get onto the Zimbabwe Independent website.
Monday, May 10, 2010
Zim minsiters earning below poverty datum line
A recent media report stated that Zimbabwe government ministers earn below US$300 per month . With the Poverty Datum Line estimated at about US$500 per month, according to the report, it was concluded that currently, Zimbabwean government ministers are aerning below the PDL. The Human Capital Telescope is of the view that this is highly misleading as our government ministers enjoy a range of guaranteed benefits. The misconception is fuelled by the common notion that remuneration is the cash component. Im most cases this cash component is made up of the basic salary. By default remuneration tends to be equated with basic salary. From a reward management point of view, remuneration comprises both cash and non-cash benefits.
In the Readers Forum part of my weekly Zimbabwe Independent column I asked you readers to weigh in with your options as to whether our Zimbabwean ministers are earning below the PDL. What are your views? Lets share the thought space.
In the Readers Forum part of my weekly Zimbabwe Independent column I asked you readers to weigh in with your options as to whether our Zimbabwean ministers are earning below the PDL. What are your views? Lets share the thought space.
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