HR Transformation

Extracting from my presentation in APAC HR LEADERS SYMPOSIUM I suggested that ”  HR leaders should balance their portfolio of services and  adding  value by upgrading HR capabilities to align the HR portfolio  with their company’s strategic objectives for the purpose of gaining a unique competitive advantage from capital invested core competencies areas. I am glad a friend, Dr Shaker Mustafa response to my suggestion and caution me that there are more areas that need to explore. Further more he commented…. 

we have to make it clear that what is meant by capacity because capacity is subjected to capability. The unlimited resource to a person is the capability. Capability, the hidden dimension in the person includes social emotional development and cognitive development. ” Ways of meaning making and of making sense of the self, others, and the world –what grounds capacities and competences, and determines their USE”. One of the elements that is part of transformation is PROCESS thought form. There are 8 process thought forms, one of them is ” unceasing change or movement or what we call “Unceasing movement, negativity”: and in clarifying “Unceasing movement, negativity  he wrote further ” self-conscious expression or explicit assertion of unceasing change (inside and outside) as basic to human existence. Awareness of past and future in the present. Sense of negativity: what IS is always drifting toward non being and transformation, and comprises hidden dimensions”.

             Yes I agree with him,  this short write-up can open more windows to examine. In response, I republished his writings here so everybody else can comment and hopefully there is follow-up discussion. May be Dr shaker would like to just continue to explain further as a way of opening the windows…… your response please….. DMY


Building Capacity for Business Transformation

As suggested in my earlier posting, transformation should be led by mindset shifting as prerequisite. In the competitive environment of today businesses must have the ability to enhance their capacity in generating transformation. Developing capacity becoming  strategic focus  for present businesses to gain competitive advantage. In this respect management gurus began to introduce new concept and strategies. For whatever they want to put forward there are needs to upgrade competencies of human resources in strategic core business area

Whats is competency refer to?…  it was defined differently by different people. However we can simplified the matters concern to the ability of people to performed driven by 3 interrelated human internal element,  i.e personality, knowledge and skill or expertise. Building competency mean the interventions applied in enhancing people ability in performing given task… or what they terms it as Human capital investment… sorry for over simplifying.

They said business not as usual anymore although doing business is still required the same essential factor, capital. However capital not only derived from financial asset or properties or any other form of tangible asset… it also can be the intangible such as human capital, inclusive of  intellectual capital, interaction capital, knowledge and organizational ability …. so its mean to say that businesses can turn their Human Resources as source of fund or funding.

Now, this is the time  to shift our mindset  in HR perspective from  management of human resources to Human Capital Employment AND from HR productivity enhancement to value creation or value generation.

Capitalization of Human Asset required transformation in Human Resource Management itself. HR practitioner should no longer performing traditional HR function of scope and functional engagement but should be geared their afford in developing core competencies to enhance capacity in business Key Result Area and Managing sustainability of revenue stream, leveraging on knowledge management ability, possibly in it tacit form to gain competitive advantage.

transformational leadership

  I believe to success in the competitive field business has to shift focus in enhancing their capacity by building core competency in the area of their strengh. In making things happen they need strong leadership to drives their human capital in generating value . Off cource this is a tall order in anticipating Challenges business Leaders has to face at strategic and operational level such as :                                                     

                 – Keeping staff motivated 

                 – Performance of individuals and team

                 – Maintaining consistency

                 – Inspiring staff  and Engaging staff

                 –  Keeping the change

                 –  Building and sustaining cross-functional team

                –  Be fair and to the stake-holder

                –  Admit vulnerabilities (mistakes)

Thats the lesson I learn from ICFMy last symposium. In this respect the leader should be able to function as a Mentor and Coach. One can easilly understand leader as a mentor because they the best person to share the experience and knowledge. As a coach they may not as effective due to boss-subordinate relationship.  In order to appreciate this see whats coaching is all about. WK Leong define coaching as,  ‘ a specialized form of collaborative conversation where the coach uses     listening, questioning, acknowledging and challenging to help his coachee’s leverage on their own personal knowledge, experience and wisdom to achieve a given goal through new perspectives, enthusiasm and personal ownership to results.’

    The leader should  effectively share the Organization goals to make people fully understand whats being shared upon and feel that they are parts of them. It is important the leader taking charge and put value added to make people realize the difference. You must know the value of capital that you have, in this respect the human resources. If you cannot value, how can you manage your inventory in order to budget your capital needed for your operation. Being human people wanna see that you care. People dont like to be lonely and felt left out.

    I do belief that coaching and mentoring is a part of the process  of transforming people. They say transformation starts in oneself. People reluctant to change because they are comfortable in whats they have and not prepare to take trouble out of changes created. There for they should be prepare mentally. Transforming people must began with mindset transformation. we talk about this a little bit later…… see you 


Economic recovery

According the reports Malaysian economy is recovering.. our import is increasing more than 250m in first quarter compare to the same period last year. I remember of writing something on this not so long ago somewhere else. I reproduce a bit here for you to consume:

    Andrian Cooper in a presentation on Global Economic Outlook:   how Secure is The Global Recovery, discussed that emerging markets such as China, Brazil, India leading the recovery but gathering strength in G3. Recovery maybe surprisingly strong in short-term but cautious about how secure it is…. Global imbalances in CA remain a threat.. contrasting shapes to recovery.. As conclusions to presentation he put foward that:

  • policy stimulus, turn in inventory cycle and rebound in world trade will drive strong recovery in near term
  • growth in developed economies is expected to remain below trend as government join banks and households in financial retrenchment
  • monetory policy will tighten only slowly especially in Europe
  • Asian economies will see more classic V recovery
  • Risk more balance but outlook still uncertainty

Kevin Tan writes in INSEAD KNOWLEDGE about Debunking myths about China’s imminent collapse and India’s Economic Outlook , commented:

    Economist …expects the growth of multiple centres of powers in the future, which would include emerging economies such as India, Brazil, Indonesia and Turkeys. Indian economy expected to grow by 8.5% this year bolster by relatively stronger domestic demand. India saving rate is between 35 to 37% of GDP and investment rate is 36 to 37%. Jing Ulrich Chairman of China Equities and Commodities feel a need to make correction over people worriedness about China’s fiscal position especially debt level which considered too high and rampant over capacity in various china economic sectors. China rollout USD 586 billion economic stimulus package in late 2008 help fuel the speculatory in property market in which 60% of China’s GDP. Last year China’s bank issued loan about USD1.4 trilion. While agreed with people concern Ulrich point out some area of potential. There are 3 key economic shift in china

  • i. moving toward more neutral monetary policy from ultra expansionary in 2009.
  • ii. monetary tightening is aimed to control inflation, prevent deterioration of bank quality asset and avoiding over-capacity
  • reduced supportive policy on real estate sector
  • iii. Shifting toward more private sector consumption from state-driven investment

Just thinking whats really cause the economic recovery. Is it due to stimulus package or … whats about domestic saving and consumption.. actually wonder if the world economic recovery is real ………… jeragang

Leader as a coach

On saturday attending ICFMy symposium on Leader as a coach. Some lesson learn from the symposium are,  as a  learder you need to be an active listener in order to empower coachee, in this  your subordinate in achieving goals. Togather you can deduce sounds solution. Whats active listening all about? Observe how the leaders bahave especially in respect of…

1. Paying attention

2. Showing that he/she is listening

3. Provaiding feedback

4. Defer judgement

5. Respond appropriately

You may find the answer. Of course coaching in a way inspiring people to transform

About HR transformation

In a paper presenting to APAC HR leaders symposium in KL recently, I suggest the businesses shifting their competitive strategies towards resources based from financial and market centric. They should shift  paradigm and leveraging investment in enhancing capacity using their strength in core competencies to gain benefit from the intangible. They should employ human capital strategically in line with business strategy in developing  capabilities for growth. Building core competency and strategically managing knowledge especially in tacit form is good strategic choice rather than allocating a big sum of their financial resources in technology investment alone

Developing and managing Inventory of  Human Resources portfolio in core competency areas are essential to realize optimum gain from human capital investment. Leveraging on human asset   capitalization in form of interaction & networking, organization & structuring and turning tacit knowledge into value adding product and services surely can speed up the processes of  learning for growth and expansion. Employing knowledge and human capital is an added advantage for  the businesses to gain the speed needed in switching strategies and left their competitors still going around sourcing for new technologies and knowhow.  Availability of competency in core area can Speed up the transformation of core services.

Most business may not realize the HR capital strategic potential and the impact of inventory turnover in generating value unless it can continue to improve the efficiency and effectiveness of HR products and services. • HR leaders should balance their portfolio of services and programs, adding  HR capabilities and  manage their portfolio in the ways that will align it with the company’s strategic objectives.  Human Capital can be turn to a unique competitive advantage for the company if the capital invested in core competencies areas contributing  most to overall business goals.

gift of nature (via trans4m.C)

gift of nature     this pics was edited from my collection of pics shoots   during scientific Xpedition in Kenyir Lake    … let it goes over times. Sometimes time will heal   everything, but don't  expect every time ….  that's why we need transformation… DMY … Read More

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