KB 31A Strategic HRM

a human resource newsletter KNOWLEDGEBEANS

issue no 31 | February 2011

THE WORKSHOP WAY

Neha Kamat

STRATEGIC HUMAN RESOURCE ALIGNMENT, DEVELOPMENT AND DEPLOYMENT

Neha,

Associate

Consultant

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Coaching Atyaasaa Consulting Pvt. Ltd. is a post graduate diploma in Human Resources and Industrial Relations. She uses her analytical skills to apply management knowledge in dynamic business context and facilitate people bring out the best in themselves. She aspires to gain expertise and contribute in all facets of HR. Division,

Human resource is a unique resource. All other resources deplete when utilized whereas human resource alone depletes when not utilized. Unlike any other resource it has the inherent ability to continuously upgrade and grow. Moreover, human resource is a thinking resource; it can walk in or out of your organization at its discretion. Thus, alignment, development and deployment of this resource require utmost diligence and persistence. Human resource alignment means congruence of values, interests, passions and goals. It is a state wherein employees love the job that they are doing, and are proud of their organization that they are working for. To achieve this state it is important to tap into motivators of people. Showing association between job profile and deeply embedded life interest goes a long way in creating employees who are aligned with their jobs and the organization. Human resource development refers to a whole lot of activities undertaken with the aim to upgrade employee skills, competence and knowledge to prepare them better for their

current and future roles. People development involves identifying employee capability and commitment, choosing amongst a bunch of techniques and finding the apt methodology. Human resource deployment involves application of right people on right job at right time to ensure maximum performance of the team and the organization. Right deployment requires awareness about the employee skills, competencies and interests as well as available job profiles in the organization. Interlinks and interdependences amongst these three processes of human resource function are evident. HR function can be said to be robust if these processes reinforce and are in sync with each other. Moreover, they have to match the organizational strategy to truly contribute to the corporate goals and objectives.

For further details please write to info@atyaasaa.com.

BEAN STATEMENT "High performance result oriented organisations align aspirations, invest in development and work on accurate deployment.”

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