With an advent of internet and 'blogging' freedom, the relation between an employee and organisation is undergoing a 180 degree shift. An employee, who was earlier dependent on the organization as an intermediary, to sell his/her service has now more ‘channels’ to deploy his skills and resources.
An employee, who was only a resource like material to help an organization to meet its objectives, has now become a driver ‘who’ can determine the very objectives of the organization. With internet as a resource, an employee can create an open source code like ‘Linux’ and compete with a 300 billion Microsoft. With a publicly visible blog on internet, an employee can voice his thoughts and ideas to find like minded ‘community’ and choose his own path.
Such a human being cannot be ‘managed’. More than tools and techniques, companies needs a different mindset and philosophy, not just to ‘bound’ the energy, but instead channelise the boundless energy of an individual. Instead of using ‘systems and procedures’ to ‘limit the freedom’ of an employee, a company has to learn to use it to help an employee gain more options. Instead of worrying about ‘capping’ the freedom of an employee, a company has to utilise the freedom of an employee to design new business models on the new knowledge and trends.
To enable a company move towards to this, a HR executive has to take an initiative. Not only should he lead this initiative, but he should change his ‘support’ role to becoming a ‘lead’ role. This blog will help a HR executive with the tools, mindsets, and insights in undertaking this role.
An employee, who was only a resource like material to help an organization to meet its objectives, has now become a driver ‘who’ can determine the very objectives of the organization. With internet as a resource, an employee can create an open source code like ‘Linux’ and compete with a 300 billion Microsoft. With a publicly visible blog on internet, an employee can voice his thoughts and ideas to find like minded ‘community’ and choose his own path.
Such a human being cannot be ‘managed’. More than tools and techniques, companies needs a different mindset and philosophy, not just to ‘bound’ the energy, but instead channelise the boundless energy of an individual. Instead of using ‘systems and procedures’ to ‘limit the freedom’ of an employee, a company has to learn to use it to help an employee gain more options. Instead of worrying about ‘capping’ the freedom of an employee, a company has to utilise the freedom of an employee to design new business models on the new knowledge and trends.
To enable a company move towards to this, a HR executive has to take an initiative. Not only should he lead this initiative, but he should change his ‘support’ role to becoming a ‘lead’ role. This blog will help a HR executive with the tools, mindsets, and insights in undertaking this role.
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