Writing a MEMO about Human Resource Development Articles Essay

Writing a MEMO about Human Resource Development Articles - Essay Example He offered to have HR involved to address the people side. He showed them how HR could weave relationship-based care and continuous improvement into the fabric of this community hospital in central New York, for example by hiring the right people and promoting the right people. Then he was at the table with them as they planned training and communication, and how to reward people who took on improvement projects. When I talk with leaders of process improvement activities about the role of HR in change, I generally hear that HR is administrative in its orientation, bureaucratic, and a brake on innovation. Others say that HR is under-utilized. In most organizations talent management is left up to direct supervisors. Dave Ulrich, a professor at the University of Michigan and recognized as the most influential person in Human Resources,  has identified three human resource processes that are critical for embedding a culture such as continuous improvement: (1) talent flow, (2) rewards, and (3) training and development. Each of these processes presents challenges to HR in leading change. Hiring and promoting people who embody an organization’s desired mindset and behaviors—and removing those who don’t—sends messages to those who are not hired, promoted, or removed. They see what is happening and adapt their behaviors accordingly. The problem for continuous improvement is that managers are notorious for hiring only subject matter experts in a particular discipline, not for behaviors, such as improvement. For example, Scott Beaird, director of Talent Management at Tufts Medical Center  told me, â€Å"We hire what the manager wants. We hire a financial analyst, who is great at working with dollars. We don’t typically challenge managers to look more broadly. We introduced HR business partners twelve months ago and asked them to get out and