In the enterprise space, it has capabilities to take in high end challenges and can pose serious competition to well entrenched players. Further opportunities exists in transitioning companies to cloud environment. In such a business challenge scenario, what should be HR be doing to be a " real" business partner.
My prescription is:
1. Consumer division: Look at the Org structure and find out if this is aiding or inhibiting innovation. How are the junior most employees involved in innovation. What happens to good ideas and how many of them have been able to turn into dollars. Are the leaders exhibiting right kind of behaviors to keep the team in right spirits so that external markets scenarios not affecting their work. How are the HR process helping in achieving the flexibility, innovation and time to market needs of the business?
2. Enterprise division: Is there someone doing a trend analysis of this market and its drivers. Have we identified the segment clearly and if yes, do we have new insights of our customers and competitor information. Do we have the right team in place to deliver? Are these teams sufficiently incentivised to be ahead of the competition. Does this team have a cloud computing SME crack team to leverage this opportunity
Overall if there are some leaders/managers to be coached/counselled to take on the new charter, have they been identified, if yes have they been told about the new rules of the game, if yes are they sufficiently been enabled wrt resources, capabilities and direction.
Hence these are some ways through which HR can pose some challenging questions, answers to these shall point to the direction to move.
Comments Pls
