Faced with these changes, HR departments must create innovate ideas for new employees.In their second annual competition aimed at recognizing HR programs and initiatives that make a difference for the profession and the workforce in a very unique way, the editors of HRE announce their choices of the most noteworthy ideas launched in 2009.New company strategies and leadership models are always being developed, which require varying amounts of participation from HR departments.Companies are focusing on a more organic, flat organizational structure, which puts new demands on employee training.Based on the number of entries alone, well over a hundred, it's safe to say the contest is growing.
They are searching for a model and operating system that is appropriate for 2010, not 1970."Let me give you some examples of how the mind-set has to change before the introduction of more programs," his letter continues."Workforce planning is a truncated, industrial-era, gap-analysis game.Today, the issue is not about how many bodies of what shape to stuff into holes in the organization. It is about building strategic human capital capability. It is an order of magnitude higher."Process management for staffing, training and the rest is not about cutting the cost.Again, our purpose in presenting this list has less to do with weeding out the ideas that didn't make the winner's circle and more to do with recognizing the approaches and initiatives, a few of which we wrote about over the course of the year, that we saw as especially new, different and effective -- particularly in an economy that threatens to eat the non-innovating organizations for lunch.Consider, too, that these initiatives aren't necessarily changing the human resource function or recreating the HR business model, but are -- for the most part -- solving problems cleanly, simply, efficiently and in a way that hasn't necessarily been tried before.
It is about finding the most effective combination of inputs and throughputs to achieve what a particular kind of strategic level needs . Performance management is not about software tools.