3 prongs of HR in our Networked World
Posted August 20, 2009on:
10 Sun Tzu rules for the networked world
I am currently writing about 10 Sun Tzu rules for the networked world and I stopped to consider the specific issues faced by startups – defining their fans & customers.
For HR too
HR are another group who face special problems. HR are last to the party and we often feel that there is little we can do about the structure and climate we inherit.
Well there is.
HR in the Recession Stressed World of 2009
First, promote positive psychology.
Full press. Positive psychology is the biggest favor we can do for our organization.
And to develop an infectiously positive outlook, we personally will take more vacations, play more golf, laugh more, and have fun! It begins with us.
Second, read the 10 Sun Tzu rules for the networked world
Originally written by Umair Haque to defend networks under attack, the rules provide a framework for an organizational structure that will work in today’s fast moving world.
Our structures will be a little different to the ones we have now.
The job of corporate HR in a networked world
Why do we need an organization anyway?
In the ‘corporate’ office, our task is to develop the collective properties of an organization that the people out in the field need to compete effectively.
We, for example, work on discounts that make it easier to get good rents in the shopping malls. But we don’t sign exclusive deals that block the initiative of the people in the front line.
We conceptualize the meaning of the collective. But ot in terms of return on our funder’s capital. Interest on capital is incidental to our business. So are we, actually.
We conceptualize why the field units are better off working under one umbrella and we work out which aspects of the organization must be coordinated and which do not have to be.
That’s what we went to university to learn and that’s how we contribute significant, inimicable value that exceeds the cost of our salaries.
Just how lightweight can the organization be?
And then we execute those aspects of coordination in as light weight form as we can.
If capital is needed, so be it. But we don’t become prats and hand-over the business lock-stock-and-barrel. We let the funders have their % return. That is all.
Take the initiative to lead us into the networked world
And we step-up! This is the age of sweat equity. We are in the age of organizing ourselves around our talent and around our relationships with customers.
This is our task as HR managers of the 21st century
1. Conceptualize the organizational structures that add value to the business.
2. Organize the corporate office to add that value.
3. Help talent make the transition from solo operator to team player and from talented employee to customer-oriented professional.
That’s what we do now. We are the entrepreneurs of the 21st century!
And if you are not in corporate HR?
You can activate positive psychology in the workplace without anyone’s permission.
Indeed, if they are inclined to say no, that is all the more reason why you must activate positive psychology, for the sake of your own mental health.
If you don’t understand that argument, contact me, and I will explain.
And activate social media for the functions you do control.
All works parties, sports teams and fund raising can be managed with social media.
Begin, so your skills are up-to-speed when you need them.
To recap: HR in the Networked World
1. Positive psychology
2. Social media
1. We want to find the organizational structure that brings value to business.
2. We want to organize the corporate office to execute the structure to add that value.
3. We want to help each and every person in the organization go from being solo-performer with talent to a customer-oriented professional who is supported by a team and supports a team in turn.
I have my mission. I hope I have helped you find yours.
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- 10 Sun Tzu rules for the networked world (flowingmotion.wordpress.com)