HR management

Back to Action fields - Organisational futuring

Welcome to the HR management page

Description

What is HR management?

Customized actions at both employee and organisation level. This means switching from benchmarking and best practice to a focus on guidance (i.e. focusing on what matters most to your own organisation).

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Thinking about the concept

A visual thesaurus search is always an excellent starting point to discuss a concept definition:

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Relations of HR management within Organisational futuring (and Corporate futuring)

There exists a close vertical relationship within Organisational futuring:

• Outer focus: Compliance management
• Other focus: HR management
• Inner focus: Governance

On the Other focus level, a close relationship exists with:

• Talent development
• Learning organisation
• Process management

Corporate futuring and Organisational futuring intertwine, on the Other focus level, through:

• Operational management
• Organisational structure
• Ethical decision making
• Performance

In concrete terms, this means:

• The trio - 'Governance, 'HR management' and 'Compliance management' - is inextricably linked.
• Your 'HR management' contributes substantially to 'Talent management', 'Learning organisation' and 'Process management'.
• Furthermore, 'HR management' is part of the Other focus level where 'Organisational-' and 'Corporate futuring' meet.

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Questions we can ask ourselves when contemplating our HR management

• Supports our 'HR management' our 'Learning organisation', our 'Talent management' and our 'Process management'?
• Is our 'HR management' based on 'Governance' standards?
• Is our 'HR management' robust enough to generate a vialble 'Compliance management'?
• Is our 'HR management' keen enough to support our 'Organisational structure' and 'Operational management'?
• Is our 'HR management' a collider or a mediator between our 'Talent development' and our 'Process management'?

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Tools

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