Needless to highlight the severity of the current constraints on our economic, social and work environment and its consequences on the discipline of managing people.
Numerous publications, webinars and all sorts of contributions abound, on all possible and conceivable digital communication tools, each with a specific angle, and all contributing to keeping the discipline of Human Resources Management as flexible as ever.
My question: Has this situation altered our perception of managing people?
OUR FOCUS
At Haiwai Solutions Consulting (HSC), we keep our focus on the very essence of our discipline: the people, and specifically, the challenge of matching people’s expectations to an employer’s requirements, and vice versa.
THE INSTRUMENTS OF OUR DISCIPLINE
As seasoned practitioners, we have implemented countless instruments and measurement tools, management techniques and policy statements in the field of HR Management.
A new concept arises every month or so, and the HRM community is all too eager to appropriate it and further the efficiency of management tools and communication techniques.
And I applaud to that.
At HSC, we are also fervent believers of keeping up, and then moving on to improve or enhance the value adding solutions whilst at the same time disposing of lesser effective or obsolete concepts or tools. It is only by keeping a steady innovative vision that we, HR practitioners, will remain an added value in the future work environment.
DEVELOPING OUR STRENGTHS
This is also one the main driving forces behind our recent teaming up with the Expert Network of Consultants (XN): being on top of things. In joining our forces with other organizations, each with its own strengths, we do not only reinforce our specific knowhow and expertise, but also extend our offer to our base by broadening our approach to specific issues. It’s not so much the challenge to become better technicians, but rather how to evolve and adapt quickly and efficiently to new expectations.
BACK TO OUR ROOTS
It may be time however, at this point, to reflect on our representation of the centre, the focus of our discipline: a person, or a group of persons. Whether these are employees, management, shareholders or others, at the end of the day, our discipline exists by and for, the people, the stakeholders of our processes. It’s almost sounds like a founding act statement. And so it should be.
The phenomenon of working from home (WFH) trend, as well as the stellar development of digital communication tools are good examples of evolutions that raise these concerns and urge us to reconsider our acquired assumptions.
Can – or should we – still promote teamwork in the same way as before? Can – or should we – develop project management skills and digital experience as a basic skill? And how about motivational policies? Or performance evaluation meetings?
Within HSC and the XN, we question the old ways and offer options to build for strong and renewed relationships within the working environment that includes virtual connection.
