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By looking into future definitions of HRD it is possible to predict the actions organizations need to take now.
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Con
the
rapy
Ideas & reflections on HR & HRD 2010
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”HRD and HR in general is not about working from inside out or outside in, it is about being a part of.”
The reflections in this presentation are Inspired by: Leslie S. Greenberg & Jeanne C. Watson: Emotion focused Therapy for depression. 2008 American Psychological Association C. Otto Scharmer: Theory U. 2009 Berret-Koehler Publishers, Inc. Mike Millmore, Philip Lewis et al.: Strategic Human resource management. 2007 Prentice Hall. Graeme Salaman et al.: Strategic Human Resource Management, Theory and practice A reader. 2005 SAGE Publications McLean & McLean 2001
Slide 1What HR & HRD must be able to
Slide 2Definition of HRD
Slide 310 Competencies
that HRD must master
Slide 4Feedback
Nels Klint Karsvang Oct. 2010
Con
the
rapy
Definition of HRD and headings on the 10 competencies
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“HRD is the processes and or products that enables emotional, cognitive and behavioral patterns that entail business and personal balance.”
Translator
Business insight
Psychological understanding
Causal management, linear thinking
Knowledge cultivator
Learning detective
Reduction of complexity
Documentariest and evidence
Applying theory
Crazy time
Nels Klint Karsvang Oct. 2010
Con
the
rapy
“Competencies” Preliminary definitions Company impact
Translator Ongoing be able to translate people and business needs into tools that has impact
Reduced time consumption, and increased standardization
Business insightTo have business understanding, such as financial, processes, product. To know the interconnectedness of the business
Reduction of misunderstandings and error initiatives. Doing things right and the right things
Psychological understanding
To have psychological understanding: Change psych. Ability to navigate between process and reflective level (emotional and rational). Pre-sensing, health management
Increase productivity, reduce tension, save time
Causal management, linear thinking
Project management. Scope, cost, quality, time. Scenario thinking and risk assessments
Management of: Quality, cost, targets and time.
Knowledge cultivator
Developing competencies on micro, meso, macro and mundo level Securing and nurturing the company knowledge
Learning detective Identify how knowledge is acquired used and shared Saved time. Accelerated knowledge capital. Increased motivation
Reduction of complexity
Secure simplicity and smart approaches are used where it makes sense. Save time, easy understanding
Docmentarist and evidence
Results, impact and quantification, monitoring, measuring Proof and feedback, statistics, forecasting, Fact-decisions.
Applying theory Use of theory and research from different areas Using newest and most relevant knowledge, staying in front
Crazy time Decision strategies and methods. Innovation. Adaptation and absorption
Fitting in according to the context, securing survival. Handling the blind spots.
Brainstorm on the 10 most important competencies in HRD now and in the future.
Nels Klint Karsvang Oct. 2010
Con
the
rapy
Feedback
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What makes sense?
What is surprisingly interesting?
Where do you disagree and why?
In your view what is the biggest challenges HR and HRD faces?
Nels Klint Karsvang Oct. 2010