A NEW PARADIGM FOR HR Dilemmas in Employing and Managing Resourceful Human Fons Trompenaars and Peter Woollimas
A Proposed New Logic for HR <ul><li>Dilemmas derive tensions caused by cultural differences (National Ethnic Corporate cultures) </li></ul><ul><li>workplace will seek to balance what matters for the company and what matters for the individuals </li></ul><ul><li>customized workplace </li></ul><ul><li>Autonomy and centralization hand in hand </li></ul>
A Proposed New Logic for HR <ul><li>framework for HR </li></ul><ul><ul><li>Recognize </li></ul></ul><ul><ul><li>Respect </li></ul></ul><ul><ul><li>Reconciliation </li></ul></ul><ul><li>Research at Trompenaars Hampden-Turner (THT) </li></ul><ul><li>face-to-face interviews as well as our Web-based systems, we have accumulated over 6,000 basic dilemmas. Applying clustering and linguistic analysis techniques. </li></ul>
Four Major Stereotypes <ul><li>The Family </li></ul><ul><li>The Eiffel Tower </li></ul><ul><li>The Guided Missile </li></ul><ul><li>The Incubator </li></ul>
Particulars Incubator Guided Missile Family Eiffel Tower Description Person oriented Power of the individual Management by passion Commitment to oneself Professional recognition Self-realization Task orientation Power of knowledge/expertise Management-by-objectives Commitment to tasks Effectiveness Pay for performance Power orientation Power of network Personal relationships Management-by-subjective Affinity/trust Promotion Role orientation Power of position/role Management-by-job description Rules and procedures Order and predictability Expertise Main Role of HR Creative business player for organizational learning Strategic business partner for effectiveness Political subordinate of management for organizational loyalty Administrative specialist for structural Efficiency Attract, Retain, and Motivate Talent: Intuitive recruitment, self-realization, and continuous learning Quantitative measurements, high material rewards, and focused learning Fit with political elite, loyalty programs Fit with quantified job requirement, expertise, and lifetime learning Reward Staff Learning High material pay Increased authority Education Evaluate Jobs People make jobs, no formal process Task makes jobs management’s discretion Formal job classification Systems Develop Staff and Leaders On the job Task focused and professional Knowing the power elite Expert Training Plan Staff Where needed and short term Middle term where task Requests Lifetime across the family Apprenticeship Main Role Change agent by facilitating transformation Strategic business partner through aligning HR with business strategy Employee champion responding to employee needs Administrative specialist facilitating reengineering processes
Dilemmas in Selection and Recruitment: Do We Try to Recruit a Clone of the Present Outgoing Jobholder or Assess New Potential from Different Applicants?