Managing in turbulent times requires organizations to raise basic questions as to their nature and purpose. Strategic management involves consideration of the following aspects:
· Mission and Strategy
· Formal Structure
· Human Resource System
These three aspects are discussed there from the personnel management point of view.
Mission and Strategy
An organization needs a reason for being i.e. mission, and a sense of direction as to how to carry it out i.e. strategy. Most of our organizations, particularly in the public sector, have multiple objectives. The loose definition of objectives and their plurality often provides an excuse to dilute accountability. The paucity of data on human resources often makes it difficult to include it in the process of strategy formulation.
The macro-objective pf Gross National Product (GNP) an the standard of living and the micro-objective of Return on Investment (ROI) and quality of work life provide enormous opportunities for the personnel function to make significant contributions. Personnel should adopt the language of business and relate its effectiveness in relation to the business objectives concerning output, profit, and contribution to society. Peers in other functions focus on income, assets, liabilities, sales, costs and profits while personnel continue to talk about feelings.
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Posted in Concept of HRD, environmental aspects, Functioning of the System, HRD, HRD Assessment, HRD Functions, HRD Plan, HRD Principles, HRD Structure, HRD System, HRM, Human Resource Development System, Human Resource Management (HRM), Mechanisms, Organizational Culture, Personnel Function, Planning, staff welfare, Structure of the HRD System Tagged: Concept of HRD, Demographic, Employee Welfare, environmental aspects, Functioning of the System, HRD, HRD Assessment, HRD Functions, HRD Plan, HRD Principles, HRD Structure, HRD System, HRM, Human Resource Development System, Human Resource Management (HRM), Mechanisms, Organizational Culture, Personnel Function, Planning, Political
