Health Insurance in Plano TX

 

Health Insurance in Plano TX

SUMMARY: HR FOR HR

Too often HR professionals focus more on Health Insurance in Plano TX than on helping themselves. The HR principles that help businesses, when applied to the HR function itself, will improve it. HR for HR requires that HR professionals manage the following Health Insurance in Plano TX activities.

First, the professionals must do strategic HR, turning business strategies into organizational capabilities and organizational capabilities into Health Insurance in Plano TX actions. Strategic HR helps fulfill the promise of strategic decisions, and fulfilling promises helps organizations to develop successful relationships with their employees, customers, and investors.

Second, HR professionals must do HR strategy, crafting a point of view for the HR function. A point of view may be define through an explicit vision, mission, mindset, or other descriptor. It sets the direction for the HR function and helps those both inside and outside the function to understand Health Insurance in Plano TX.

Third, HR professionals must do HR organization, using HR strategy to strengthen the function. This process includes undertaking organizational diagnosis of the HR function itself, followed by any necessary improvements in hiring, training, compensating, organizing, and delivering HR work.

As HR professionals model the principles they preach, they gain credibility in their companies and increase the probability that they will be successful Health Insurance in Plano TX business partners.

What’s next?

No one can predict the organization of the future. No one can predict the future course of the HR profession. No one can predict how HR practices will change in the future. Thinking about the future, however, helps us to prepare for it. Thinking about the future may lead to innovative insights. Thinking about the future of HR may help to change today’s HR practices in positive ways.

In this final chapter, I focus on the future of HR by addressing three question: “What’s so?” “So what?” and “Now what?” The answers to these three questions should help predict what’s next in the development of HR issues and the HR profession.

WHAT’S SO?

In many cases, human resource issues are the next venue for corporations seeking to create value and deliver results. Business theorists have proposed a number of foci for conducting the ongoing search for competitiveness, including manufacturing, business strategy, marketing and service, financial management, technology, reengineering, and quality. While all of these approaches are valid, innovation in the search for competitiveness must continue, and new concepts must be created to complement and replace current ideas and practices.

 

 

 

 

 

 

 

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