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Tejashree Talpade
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Social and demographic changes in breeds globalization, larger
differences, and increase the impact of science and technology in work
and personal life.
The rise of networks and strategic alliances to create uncertainty,
these dynamic demand prompted the organization to continual
innovation, and more flexible (B r o c k b a n k found a method to
reduce the cost of development practices and establish a
competitive advantage, 1999)
These three areas, you can clearly see the gradual systematic
development of HRM, HRD and OD. And each of the organization's
vision and responsibility is gradual extensive integration, etc., dynamic
way to verify from. According to this definition, the integration of
the HRM, HRD, and OD affect required, which enhances the
organizational vision Is why these areas are "new" human resources
best answer seems to be fuzzy.
HRM, HRD and OD challenge is to continue to develop the active role
of the strategic tendency can create synergistic effects of the innovation
system, rather than in a highly interdependent system elements are
considered as best practices for the development of a set of
independent. These interrelated elements of competitive advantage is
difficult to competitor recognition and
imitation (B a r n e y & W r i g h t,2001)
Responsibity of Performance / Measurement
Indicator is shared between HRM, HRD, and
OD
Must provide org. Leader with understandable
information that helps them to make better
and more strategic decisions about the
workforce.
HR Capacity to contribute to org. & finance
performance


Focus on organizational change tolerance is very clear, today's
organizations must be in a complex and unpredictable environment
thrive while the reaction must be very sensitive.
Organizational structures and processes need to promote an increase
in the development and implementation of transformational change in
many cases, this also means that the organizational culture as a central
element of help tolerance for change.
Changing the culture can not be effectively addressed by solutions
proposed from HRM, HRD and OD that not integrating their best
contributions in the new and innovative ways.
2005 Prentice Hall Inc. All
rights reserved.
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2005 Prentice Hall Inc. All
rights reserved.
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2005 Prentice Hall Inc. All
rights reserved.
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Performance appraisal
Appraisals that make it clear the company adheres to
high ethical standards by measuring and rewarding
employees who follow those standards.
Reward and disciplinary systems
The organization swiftly and harshly punishes
unethical conduct.
Workplace aggression and violence
Taking care that HR actions do not foster perceptions
of inequities that translate into dysfunctional
behaviors by employees.
2005 Prentice Hall Inc. All
rights reserved.
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Perceptions of fair treatment depend on:
Engagementinvolving individuals in the decisions
that affect them by asking for their input and allowing
them to refute the merits of others ideas and
assumptions
Explanationensuring that everyone involved and
affected understands why final decisions are made
and the thinking that underlies the decisions
Expectation claritymaking sure everyone knows up
front by what standards they will be judged and the
penalties for failure.
Synergistic & Unified Partnership between
Three Fields >> Full Potential
HRM, HRD & OD should thrive in their
Individuality >> not at the great cost
diminishing of HR value to Org
Ethical Aspect still need to concerned within
the Synergistic & Unified of those Three Fields
to avoid miss-leading