HR Strategy


Human resource strategies define how a company will manage its people toward the achievement of business objectives—setting priorities for action. Like any strategy, a human resource strategy is a directional plan of action for managing change. It provides a business perspective of actions necessary to gain and sustain competitive advantage through the management of human resources—a focus on priorities in managing people in a changing environment.

Through human resource strategy, managers and human resource staff jointly define and resolve people-related business issues. The planning process adds value by helping managers identify the issues most critical to the organization’s competitiveness and ultimately to its success. It helps management set priorities and define a vision of how it intends to manage its people.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

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Futures Analysis


Futures analysis allows companies to project future conditions and set future objectives to be achieved. It represents a leap to the future rather than step-by-step progression from  today’s situation forward to the future. It allows managers to assess the future relevance of issues that appear important today and thereby identify important human resource issues.

Futures analysis is an inherent requirements for strategic thinking. It requires defining the forces shaping the future, evaluating alternative future states, setting objectives, and selecting courses of action that will yield needed changes in direction for the enterprise. While incremental change analysis looks at continuities, futures analysis looks at discontinuities.

Futures analysis provides at least a conceptual vision of the future that can help identify and define organizational or competitive requirements. In its simplest forms, futures analysis involves open thinking about future issues and options. Companies use brainstorming, visioning, or modified Delphi analysis (iterative survey of experts) to help define the future human resource issues that need to be addressed. It is an exercise that may involve many participants within the company as well as outside consultants or others.

Futurists, functioning on company planning staffs and as independent consultants, have helped assess the prospective futures in which companies would operate. Their value added appears to lie in their work on demographic technological and environmental futures. In other areas, such as, socio-political changes worldwide, energy availability, economic conditions, or legislation.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Context for Reinventing the Corporation


  1. The shift in strategic resource from an individual to an information society;
  2. The coming seller’s market and the new competition for the best employees;
  3. The whittling away of middle management;
  4. The continuing entrepreneurial revolution;
  5. The emergence of the new variegated work force;
  6. The demographic revolution of working women;
  7. The growing use of intuition and vision;
  8. The mismatch between our education system and the needs of the new information society;
  9. The rising importance of corporate health issues.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Service Culture


Any policy, procedure, aspect, action, or inaction of an organization contributes to the service culture. This includes employee appearance, the way employees interact with customers, and their knowledge, skill and attitude levels. It also encompasses the physical appearance of the organization’s facility, equipment, and any other aspect of  the organization with which the customer comes into contact.

Service culture has following elements:

  • Service philosophy:  Direction or vision of the organization that gives you day-to-day interactions with the customer.
  • Employee roles and expectations: Specific communications or measures that indicate what is expected of you in customer interactions and define how your performance will be evaluated.
  • Policies and procedures: Guidelines that define how various situations or transactions will be handled. These can help or hinder service delivery depending on your flexibility in interpreting and applying them.
  • Management support: Availability of management to answer questions and assist you in customer interactions, when necessary.
  • Motivators and rewards: Monetary, material items or feedback that prompts you to continue to deliver service and perform at a high level.
  • Training: Instruction or information provided through a variety of techniques that teach knowledge or skills, or attempt to influence your attitude toward excellent service delivery

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Strategy Development


One useful approach to strategy development involves a five-step process in which planners answer five questions about each strategic issue. The following questions should be adjusted depending on whether the direct or indirect, goals, or vision of success approach to strategy formulation is used:

  1. What are the practiced alternatives, dreams, or visions we might pursue to address this strategic issue, achieve this goal, or realize this scenario?
  2. What are the barriers to the realization of these alternatives, dreams or visions?
  3. What major proposals might we pursue to achieve these alternatives, dreams, or visions directly or to overcome the barriers to their realization?
  4. What major actions must be taken within the next year (or two) to implement the major proposals?
  5. What specific steps must be taken within the next six months to implement the major proposals, and who is responsible?

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Nourish your Dream Seed


Think some more about your tomato seed. It is an excellent seed, the soil is well prepared, and you have planted it. But to grow and pay off with good-tasting tomatoes, the seed needs nourishment – sunlight, fertilizers, and water.

Your dream seed also requires nutrition – imagination, encouragement, and ideas – to grow and make you prosper. In the US alone, some two million businesses are started each year but only a small fraction succeeds. In one way or another, neglect is the main reason.

Those who make their dream of financial independence and prosperity grow in a multi-level marketing business. The basic idea – the dream seed has all the potential you need. Other people make it work. People who aren’t any smarter or better than you are.

Once the dream is planted, feed it. Attend seminars. Go to school if necessary. Join trade associations. Talk to successful people. Read.

Let other success-minded people help you. Birds of flock together. That rule always stands. So, if you want to make a large income and accumulate wealth, affiliate with people who are comfortable earning large incomes and who are determined to acquire even more net worth. You become like the people you associate with every day. If your circle of friends is people who are resigned to mediocrity and the whatever-will-be-will be philosophy, in time you will be one of them. Your dream will die, your vision will shrink, and your spiritual death will come.

As you grow your dreams, surround yourself with people who are positive. Positive people want you to win, to achieve, to enjoy the good life, to find genuine satisfaction, and to make a contribution to others.

Negative people want you to accept life as it is, to be content with boredom and mediocrity, to be satisfied with a small income, and to miss out on the rewards that come from helping others.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

 

Leadership and Transformation


There is some consensus concerning what is important, and what needs to be done to bridge the gap between transformation expectations and transformation achievement that is found in many companies.

  • A clear and compelling vision and strategy is essential for both differentiation and transformation. The vision should embrace both the transformation ‘end state’ and the transformation process.
  • Top management commitment is of crucial importance in the management of change. It needs to be communicated and sustained. A practical and necessary demonstration of commitment is to ensure that all the pieces of the transformation jigsaw puzzle and the critical factors for competitive success are in place.
  • People need to be empowered and equipped to manage change, and to handle the extra responsibilities that are being placed upon them. This requires a holistic perspective, new attitudes, fresh approaches and additional techniques. In particular, there is a need for the qualities associated with the ‘organic manager.’
  • Within corporations there are hidden businesses. Management and business processes should focus energies and resources upon those people and activities that activities that make the greatest contribution to business development the greatest contribution to business development and competitive success.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

 

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