Different Ways to Change Management – “Knowing Yourself”

If you hold a leadership position, it is important to understand your nature and the way you choose to work as it has significant impact on your organization development, whether you know it or not. Are we separate from our organizations, as third party observers.  We have to quickly become an integral part of our Organization’s system -- the way the people and processes in the organization work with each other on a recurring basis. So much so, it is critical that you have a good understanding / Knowing of yourself, including your biases (we all have them), how you manage feedback and conflict, how you like to make decisions and solve problems, how you naturally view organizations, your skills as a change agent in the organization etc.

Different Ways to Change Management -- "Systems Thinking"

I have been observing the way Organizational change management through leadership has been taking shape for the past two decades. I have seen an explosion in the number of very useful tools to help change agents to effectively explore, understand and communicate about organizations, as well as to guide successful change in those organizations. Systems thinking is a major breakthrough, even if the change agent is not an expert about systems thinking, even a basic understanding can cultivate an entire new way of working.

Integrated Solutions a Business Value Driver & Enabler to HR

Business Value Drivers.

In business the only industry that matters you is your own industry. HR has to understand Business processes better than any other employee in the company deep knowledge, may it be a small, mid or large global enterprise.

People & Talent - Business Enablers

With the economic uncertainty present in today's markets, it's increasingly important to have visibility into your workforce – ensuring your company never misses an opportunity. Globalization and demographic changes exert pressure on companies to find, develop, and retain the best people and talent, while also reducing HR costs.

Use of best integrated enterprise applications for the people professionals called "The HR", help minimize costs, improve insight, improve operational efficiency, effectiveness and stream line some their cumbersome processes increasing your flexibility. And greatest of all a customizable solution enables you to carry out industry specific processes.

Hiring new employees is a multistage process that often involves several software applications and corporate departments. Applications must be reviewed and evaluated, candidates selected and interviewed, and new staff entered into the employer’s human resource and payroll administration software. Manual interfaces – in particular, transition points from paper documents to electronic systems – are notoriously slow and prone to error, compromising the integrity of data. Deploying an integrated software environment that encompasses all affected processes and data is therefore a high priority for enterprises with complex hiring requirements would be a valued scenario to drive business improvement.

The Solution

One such value scenario is to have a e-HR module which interactive forms links the recruitment function with the employee relations function. When candidate submits the application, the solution automatically parses the data internally reducing data entry time by 75%. When a job applicant has been accepted, the personal information is transferred from recruiting module to the human resources/controlling department, via a user-friendly, interactive electronic form that is automatically preloaded with the applicant’s information. Position-specific data may be added manually to generate the employment number. An automated work-flow generates a new employee master record in Records Management as well as a payroll record. Additional steps, such as health insurance registration etc., follow. With the exception of very few manual entries, the entire process should be automated. This basically helps in reducing the paper flow to almost zero. Data quality improves dramatically. The availability of accurate, reliable applicant data and automated processes will definitely lower our cost of hiring. The hiring managers can view the status of candidates as and when they need. When a candidate accepts a position, the date of joining is fed into the system. Thus e-HR module should be an end-to-end, enterprise-wide process for talent management and one that speeds the time-to-fill process for open positions, reduces recruitment costs and drive business improvement and has better resource management abilities.

The Experience

As a Senior HR professional, I have been associated with one such solution for more than 8 years and having worked closely in designing and customizing HR needs with our internal projects team I have achieved better results through "SAP - HR". In early 2000 when the SAP fire was fast catching up in Hyderabad, India, I was one of the fortunate HR professional to have already been a super user trained with hands on in house experience. I was approached by several local SAP training Institutions to teach their students SAP HR modules during week ends. Added to this, I have been an active Interviewer in hiring HR functional professional consultants in SAP area in the organizations I have worked. Today, I have been invited by a leading global publisher to author a book on "Interview Questions - SAP HR".