Disruptive innovation, needed more than ever on the Human Resource management side
- HR Technology and Social Innovations (social-advantage.com)
‘Tis the season for career musical chairs. We all hear about executive leadership changes in a breathless media – Google, HP et al.
Further down the hierarchy countless ‘Reductions In Force’, reshuffles and hires are happening this January, with scant media discussion unless it’s a mass layoff, such as t
And just like the rise of social CRM, a social workspace has many implications for management, professionals and persons. Just wondering whether and how HRM will evolve.
As an operational manager and as a professional I am aware of the many challenges that HRM encounters. This excellent deck enables me to reflect and act. May be it great for u to construct and connect!
Regular readers of this blog are aware of the fact that I notice the diminished relevance of HR and the HRM discipline. This found post connects HR to E2.0 (a field of thought with an increasing relevance).
(cross-posted at the FASTForward blog)
The title is a dead giveaway, and I am using the term ‘framework’ loosely. Why ?
Because I think no one really knows what a large-scale transition to social computing and collaboration as core work activities really means for today’s (and tomorrow’s) human resources professionals and the management processes and practices they design, implement, coach and manage.
I say that with full knowledge that the last two decades have seen a lot of talk and activity aimed at ‘modernizing’ human resources management practices. There have been regular clarion calls for major change, and waves of interest and activity aimed at transforming HR professionals to become (for example):
… but really, in spite of the last two decades replete with talks, books,