| Topic : Best Practices by HR |
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last activity : 07 06 2010 20:18:04 +0000
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Is it possible to be innovative in HR? I think the jury is still out on the ultimate answer to that question.
My
personal opinion is that innovation within the HR function often
follows the "Kaizen" model of taking good ideas and working very hard
to make incremental improvements on them to make them better.
I rarely see a true Sunburst idea in HR that will light up the sky.
One trend I have been noticing of late is the concept of sharing or swapping employees.
Today I noticed several reports of a story that originated in the Wall Street Journal about employees being swapped between companies to spur innovation.
According to AP reports, Google and Procter & Gamble are now swapping employees as well.
The two industry leaders are paring up to learn from each other and to develop customer servicce.
Procter & Gamble Co. says it has done job swaps with Google Inc., and Google employees have been at P&G's Cincinnati headquarters helping wiith training.
P&G spokeswoman Allison Yang said Wednesday that the company wants to reach more consumers who are increasingly online. She said that digital is "definitely a focus" for the company.
She said P&G will continue looking at opportunities to work with Google, based in Mountain View, Calif. A message for comment was left with Google.
The Wall Street Journal reported in Wednesday's editions that
discussions on an employee swap began last year between P&G and Google executives. The swaps began in January.
This represents a substantial change in approach at both companies which do not often share information so openly. It is also a way to expose employees to new ideas and new cultures while exploring mutual incremental process improvements. I think that is a developing Best Practice that could be utilized by any organization to spur learning, employee development and innovation.
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Sir, you have dealtwith a great subject. There were many advancements and changes in HR and it is more in the developed world like America, japan and some other countries. The big companies you have referred like "P&G" and Google concentrate much on research and development and reforms. They really do well and in most cases they be trend setters. What I feel is that the old strategies or thinking like: "Keep the people who work for you unbalanced" "a person should not be overqualified for a job" etc. needs to be looked into. HR is a vital area and development is possible only with strong HR policies and the current recruitment policies in many companies are not good and we need many reforms to attract and recognize the best of talent. We should not let the talent go waste or underutilized.