HR migrates from being mainly administrative or operational to a wider strategically-focused role. This transformation is supported by using the concept of the Balanced Scorecard and applying this specifically to the HR function within the organisation. People matter. What ultimately distinguishes a good from an average organisation is having the right people. “Right people” encompasses skills, attitude, engagement, leadership and behavioural attributes.
KJO, one of the leading Oil and Gas companies in the Middle East hosted the Leadership and Talent Forum in Dubai recently. Day 1 featured the well-known Professor of Management Practice at London Business School, Lynda Gratton. While day 2 featured one of the UK’s leading Sports Executives and recent Director of Football Operations for Chelsea FC, Mike Forde. He is widely recognised for driving innovation and cutting-edge methods to create a sustained business model for Elite Player Performance.
As the “Year of Emiratisation” draws towards a close, the FNC is discussing the incorporation of a law to drive forward Emirati employment in the private sector and decrease the high rates of unemployment among the UAE’s national population. Although I think such a law might be a quick-fix remedy it definitely comes with its own challenges. Here are a few things we all should be aware of should such a law comed to be enforced.
How does your organisation think about ‘talent’? Do you think of talent as an elite group of individuals who will define and determine your future? Or is your approach more egalitarian? Do you view all your employees as talent, each with something to offer the business? And – perhaps the most important question of all – why does it matter?
By Ron Thomas
“It is important for communities to educate our children for their future, not our past.” In a recent interview, Romain Dallemand, the superintendent of schools in Bibb County, Georgia, talked about how he came into the job last year with a bag of changes he calls “The Macon Miracle.” One of the tools in that tool kit was adding Chinese as a language requirement in his school district.
As captain of the organization, your role is to make bets on strategy as well as bigger bets on people to carry out that strategy. This is the understood dynamic, but the problem is with the reality of the people/strategy matrix. On paper, that all makes sense. To grow it you need a strategy, to realize it you need the people. So here’s the question: Where is HR in this dynamic formula?
By Elrona D’Souza
As an HR professional, one is always managing relationships. As we always say, ‘ we deal with people’. Let’s analyze this a bit further and understand what people aspects we are dealing with everyday. We, as generalists, have our hands in a few pies. At times, the morning would start with a disciplinary, somewhere in the afternoon…
The HR Summit and Expo is just around the corner. This year the show will host 48 free HR seminars for you to learn from, 47 leading HR service and solution providers to help you in your operation needs and over 1500 HR professionals for you to network with – all for free and all for you.
We understand you must be busy and your time is precious…
By Vidal Ferreira
Can Big Data in HR really be a game-changer on the quest to impact the bottom-line?
It’s not an exaggeration to say that lately the term “Big Data” has been overwhelming the headlines, whitepapers, classroom as well as boardrooms around the globe. Putting the “trend-ism”…