This video is a response to Jackie Orme's speech at this year's CIPD conference in Manchester. It introduces some new ways to think about current opportunities for People Managment and HR.
Video – What I wish Jackie Orme had said in Manchester
This entry was posted in Strategy, Video and Audio, Intangibles, Leadership and tagged jackie orme, CIPD, manchester, HR, people management, opportunities, people systems. Bookmark the permalink.
By Tweets that mention Video – What I wish Jackie Orme had said in Manchester Four Groups -- Topsy.com November 25, 2010 - 6:36 am
[…] This post was mentioned on Twitter by Michael Carty, Four Groups. Four Groups said: Video – What I wish Jackie Orme said in Manchester, or some new ways to think about opportunities for HR http://ow.ly/3f6BE #cipd #hr […]
By Can you predict and optimise key components of collaboration? Four Groups November 26, 2010 - 10:58 am
[…] Privacy and Legal « Video – What I wish Jackie Orme had said in Manchester […]
By JoJordan November 28, 2010 - 8:24 pm
I didn’t hear Jackie’s speech nor have I read it. I would also think that the next two years are an important watershed. To get to the heart of the argument, we won’t be arguing about HR from the point of view of a privileged “business” with no moral accountability. The company is us. It is the sum total of what we decide to do. Of course it needs to take part in economic exchange but the zero sum games that you propose are pretty much over. While we have a model that some people should live in poverty for others to obscenely amass wealth doesn’t wash any more.
The notion of amassing capital is something different. We pool our talents to accomplish large enterprises that are defined as we go (see points 1 and 2). We may choose to leave some economic wealth in the organization to allow us to vary the pace of our economic exchange. Leaving it there for others to remove is not the same argument. We could also choose to extend our enterprise to other enterprises where other people are starting off – that is we are comfortable and we can afford to get the next group going. There might be an agreement to repay us later when we are going through a down patch including retirement.
I agree with you that many HR pundits need to be clearer about what an organization does and how it does it and have greater loyalty but the nature of the task of business has moved from rolling out plans to provide unearned income to capital to inventing tasks as we go and owning the capital ourselves. We cannot under estimate either force – the emergent nature of tasks in the internet age and the deep anger that people who claimed to be playing the role of capital allocators have failed in their task to find new streams of productivity and develop them.
What you are going to see is much more attention to the unfolding process and reconsideration of the class premises behind our models. See British aerospace where the model is being applied consciously.