Capacity building information for both employers and employees.

1. 1
Human Resource Empowerment
For Leadership and Management Development
Mohammad Hasan Emami
Master of Human Resource Management
Chairman of Iranian Foundation for Human resource Empowerment (HRE)
Emami@iran-hre.com
Maryam Heydari
Expert of Human Resource Mmanagement
Key words:
Human resource empowerment (HRE) , leadership , strategy , empowerment process ,
encouragement , motivation , involvement , creativity , innovation , training .
Abstract
Empowerment is new and effective technique for increasing organization productivity. Human
resource empowerment means increasing human resource knowledge, skills and motivation for
achieve to organizational goals. This article according to figure below, explains human resource
empowerment traits. In two last decade , organization theory about people change a lot .Today in
organizations people are not equal just with workers and not expected them to be manpower.
HRE Model has special criteria for HRE assessment and improvement. This Model Introduce seven
criteria and 19 sub criteria and 106 points. This model helps to all manufacturing and service
companies for HRE assessment. The criteria are; leadership, policy and strategy, empowerment
process, encouragement, involvement, creativity and innovation, key performance.
We have to assess organization by change approach in Environment, society, economic regulars,
policy, culture, technology, and globalization. This model has benefits for organizations, because
they can reduce cost and increase efficiency and effectiveness.
Components are interrelated as illustrated in the diagram below:

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Introduction
People are changing factors in organizations. Organizations should manage people for creativity
and innovation .In new organizations, relations between people are very important. Organizations
for existence and development have a big belief and that belief is human resources.
Today organizations need to people that can sleep well see grand dreams and then in the morning
vindicate these dreams with other members of their team work in the way of their social,
economical and environmental responsibilities. for response to this question that how we can
prepare human resources for above explanation , we start this survey that results to creating a model
( for assessing human resource empowerment and giving an approach for nominating improvement
projects in organizations ).
Studies show that for human resource empowerment, organization should develop leadership for
deploying spacious human resource empowerment strategies. These strategies should deploy in
empowerment processes for creating necessary skills and appropriate knowledge in human
resources for problem solving and of course making them motivate and satisfy via encouraging
them through personal organizational revenue.
This article focuses on human resource empowerment and represents “human resource
empowerment model “that explains empowerment requirements and exigencies and also describes
measurement criteria. So first we explain model criteria and survey literature and at last represent
model

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General benefits
The business climate is changing fast, spurred on by the current trend towards global brands and
multinational organizations with world-wide supply chains. Many organizations are becoming
increasingly aware of the direct economic value of HRE. By integrating HRE as a strategic
investment into their core business strategy and management operations, organizations can have a
positive impact on society and the environment and at the same time enhance their own reputation.
By following this path they focus not just on generating profits for today but also position
themselves for the future.
Additionally, the integration of HRE into the organizations core business strategy and management
operations can have a direct impact to their profits.
Benefits per group of stakeholders
Commitment to HRE will help attract and retain the most talented people. People want to work for an
organization they can feel proud of and which reflects their own personal values. People today want
to work for a decent organization. It could also increase their productivity.
Customers can select from more and more products and services. With such a wide choice available,
they are differentiating between products and services by demanding more information relating to
HRE. They want to be sure that their wider interests, such as environmental and social concerns, are
being taken into account. This will make them feel good about the product or service they buy and
they will enjoy a better relationship with the company as they transact with a trustworthy company.

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Investors are increasingly looking beyond the financial performance of a company. One very
significant development in the last decade has been die growth of environmental funds.
Why use HRE?
HRE is easy to use for any organization, even for organizations completely unfamiliar with the
Excellence Model( for example : EFQM or Malcolm Baldridge). Also, as the HRE is based on this
existing and proven successful Excellence Model, the organization can be sure that implementing
HRE will enable them to excel in HRE and at the same time have a positive effect on their overall
approach to Business Excellence.
On the other hand, it can be used in combination with the Excellence Model. Nonetheless, using
HRE can help them create a HRE performance breakthrough and identify gaps in their current HRE
implementation. They will find that using it will give them integrating HRE practically within
strategic and daily operations. This can easily be integrated with the usage of the Model'.
Human resource empowerment (HRE)
HRE is based on the Excellence Model. The HRE is divided into 7criteria . Together with the
RADAR Logic, organisations will be able to assess and evaluate themselves in terms of HRE
maturity in order to identify the strengths they should build on and the areas where they need to
focus improvement. To gain maximum benefit, the output from such Self-Assessment exercises
should be integrated into the normal strategy formulation and planning processes of the
organization. Furthermore, using the HRE reporting will help an organization to optimize the use of
available information, together with a clear and simple approach for reporting.
The following section provides details on the HRE and model and criteria :
NO.
Criteria
Criteria Sub Criteria Bolt Point Wait
1 Leader ship 4 14 150
2 Policy & strategy 2 7 100
3 Empowerment Process 4 12 150
4 encouragement 3 10 100
5 involvement 2 27 200
6 Creativity & Innovation 2 10 150
7 Key performance 2 26 150
Total 19 106 1000

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1- Leadership
Excellent leaders ensure the values and systems of the organization are necessary for
Human Resource Empowerment (HRE).which they role model and reinforce with the
organization’s people. They ensure the management system addresses current HRE as
well as all relevant stakeholders on these topics. The leaders ensure that any change takes
into account the HRE commitment.
a. Leaders are commitment of HRE
This may include:
 Developing clear value and expectation in HRE approaches on organization.
 Encouraging and motivation in HR for improvement of HRE process
 Reviewing effectiveness of leaders behaviors about HRE
 Support and encourage and action based on result of learning organization from HRE
b. Leaders involve in established and improvement of HRE
This may include:
 Ensuring alignment of HRE and strategy
 Ensuring implementation of HRE Systems
 Ensuring measurement of HRE Systems and update by creative and innovation
 Ensuring clear determination of HRE process owner
c. Interaction between Leaders and Human resources all the time
This may include:
 Leaders transfer goals and strategy to HR
 Leaders listen ( active) to HR
 Effectiveness enhancement by HR involvement
 Leaders reinforce innovation culture
d. Leaders ensure alignment between organizational change and HRE
This may include:
 Encouraging HRE involvement in improvement opportunity cognizance in organization
 Promotion of innovation and creativity for change and improvement
 Supporting resource for change and improvement

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2- POLICY AND STRATEGY
Excellent organizations embed HRE into their policy, strategy,
and day-to-day activities
by integrating the mission and vision with policy
,
and strategy; by involving internal and
external stakeholders and their present and future needs and expectations in the
development, review and updating of policy
,
and strategy: They develop strategies to
identify and address the current, environmental challenges the organization faces and the
current and potential markets in which they operate. They also have processes in place to
develop and deploy the strategy.
a. Reviewing and updating information of HRE for policy and strategy
This may include:
 Understanding information and requirement for HRE
 Understanding which one of empowerments useful for sustainable successful
 Recognizing priorities of HRE processes
 Showing relationship between HRE and Competitiveness advantage
b. Reviewing and updating HRE process for policy and strategy implementation
This may include:
 Analysis information of HRE process
 Integration between HRE and policy and strategy
 Transfer HRE strategy to stockholders
c. Clear relationship between HR performance and policy and strategy
This may include:
 Recognizing and understanding effect of human recourse performance on organization
strategy
 Analysis of human recourse performance output
 Recognizing and understanding that gained of HRE

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3- Empowerment Processes
HR management design, and manage processes in order to fully satisfy. HR are
empowered for design, develop and improve The organization’s products and services. All
the stockholders are satisfied by the HRE processes.
a. Designing and managing systematically HRE processes
This may include:
 Designing HRE processes for policy and strategy realizing
 Implementation and establishing of process management system
 Determination of criteria for processes and performances measurement about HR
 Reviewing effectiveness of processes in HR
 Ensuring responsibility of process is clear.
b. Improvement of HRE processes
This may include:
 Using date of HR performance analysis for determination of HRE Improvement
projects
 Monitoring improvement projects of HRE processes
 Reinforcement of HRE processes and elimination of restriction
c. Managing other partners for implementation of HRE processes
This may include:
 Managing relationship with external partners and organizations for implementation of
HRE processes
 Recognizing partners and measuring relationship with them
 Making common opportunities for relationship development
 Managing relationship with external partners and organizations for making value add.
d. Managing support process of HRE
This may include:
 Recognizing and Reinforcement of key processes for Implementation of HRE system.
 Ensuring measurement of support processes and using result of processes improvement.

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 Determination of support processes owners
 Recognizing and understanding related between support processes and HRE key
processes
4- encouragement
Excellence organizations manage develop and release the full potential of their people at
individual, team based and organizational level, including involving and empowering them
in discussions on HRE and related activities and planning . People’s knowledge and
competencies are identified and developed. The organization rewards, recognizes and
promotes people in all fairness and equality and has a dialogue with them.
a. Involving HR in all activities of organization
This may include;
 Involving and supporting HR and encouragement them
 Supporting and encouragement of HR by conference and ceremony of internal organization.
 Authorizing and empowering HR for actives of defined and measurement of effectiveness
 Ensuring team group has value for organization and encouragement them.
b. Making relation between HR and organization(bilinear)
This may include;
 Recognizing and understanding requirements of dialogue
 Defining goals and planning for dialogue
 Using special method for dialogue and reinforce them.
c. Designing and managing HR encouragement system.
This may include;
 Designing encouragement system for HR involvement
 enhancement of knowledge of HR about safety, health , society and environmental
responsibility
 ensuring sub- culture are important for organization.
 Supporting resource and other requirements for HRE process development

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d. Reviewing and improvement of HR encouragement system
This may include;
 Reviewing and updating and Formulation of encouragement system for compatibility with HRE
policy and strategy
 Recognizing key capability of encouragement systems and development them
 Informing result of encouragement systems
5- Involvement
HR management measure result of Hr activities that gained by involvement them, and
use learning of this result for HRE system enhancement.
a. perception measures
 Motivation
o Involvement
o Leadership
o Assessment
o Value
o Training
o Approved and encouragement
 Satisfy
o Health and safety
o Change management
o Salary
b. performances Indicator
 Achievements
o Empowerment
o Productivity
o Target realize
 Motivation
o Involvement in Improvement teams
o Level of training
o Group team Measurement
 Satisfy
o Accident
o Staff turnover and loyalty
o Recruitment trends
6-creativity and innovation
HR management measure result of Hr activities that gained by creativity and
innovation them, and use learning of this result for HRE system enhancement.

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a. Perception measures
 Creativity and innovation
o Leaning opportunities
o Creativity management
o Leadership culture
o Creativity and innovation strategy
o Creativity and innovation processes
o Creativity and innovation control
b. performances Indicator
 Achievements
o Involvement in innovations
o Encouragement for creativity thinking
o Capacity development
7- Key performance
HR management measure result of Hr performance, and use learning of this result for
HRE system enhancement.
a. financial results (effect of HRE)
For example:
 Sale, profit, cost of projects
b. Non financial results (effect of HRE)
For example:
 Market share
 Marketing time
 Team working
 Rate of innovation
Make
appropriate
situation for
involvement
Managing
involvement
system
Imperceptible
Progress
Systemize
involvement
4 elements of human
resource involvement system