Articles - General HR

This past week I had been invited back to a MBA Leadership class to discuss the topic "Who Am I: The Role of Human Capital within the Global Workplace.I spent about 40 minutes discussing the new roles of human capital within our organizations and then asked if their were any comments.

 One student in her 20's, asked me how realistic was it to think that employees would in essence no longer be considered just a number (i.e. an expense item). She had a valid point and our response was that you need to continue to present evidence to the workplace that you bring skills beyond the number on a balance sheet. The second question that struck was a more direct one, I guess.

I had a student, probably in his mid-20's, who asked me what I thought the contribution to the business world would be of his generation. I had to stop and think about it for a moment but the response came fairly quickly. I believe that when you take their contribution down to its bare essence, their contribution is going to be one of truly defining what collaboration means.

We all play the collaboration game. Whether you are a traditionalist, a Boomer or a Gen X'er we all say we want to consider other idea and views in our organizations. But if you look at the proof in the pudding so to speak, we are fine with new ideas and views as long as they do not rock the boat. When I was looking for a full time HR position I heard more often then not that the reason I was not considered was that the likelihood that I would fall into the meld, and go with the flow was slight because I worked as a consultant. As a whole we don't like surprises.

My response to the student was that I believe that Gen Y will teach corporations what the true meaning of collaboration is. They know. They have been involved in collaboration their whole lives. Need an answer to a problem, they will ask the world. Need some supporting data for a project, they know where to find it.

Hey, I admit that is not the way the other generations were brought up, but it is the new reality. The only way for our organizations to survive in the new business word is through innovation. Innovation only come about by collaborating with everyone (management, fellow employees, vendors, internal and external stakeholders) to find new solutions to existing problems. This comes from an influx of new ideas as how to do things, how to resolve conflicts within the business world.

So what is their impact? Gen Y will lead the business community into a new world. One that is based on rocking the boat where it needs to be. Saving the boat when it is fine. But with some changes within the organization, they will show us the path to greater operational results going forward. They are truly corporate assets, we just need to adjust ourselves to the new reality.

The old processes such as annual performance reviews are from the era of Authority and Control not this new environment. Every employee should be able to have a clear picture of how they are contributing to the organization on a 24/7 basis not once a year. They will change us.We just have to determine whether we are going along for the ride or are going to try and say hey your ideas are nice, but that is not the way we do things here or you have not earned your dues as yet?

Your choice, Your future.

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Biography

Daniel T. Bloom is the founder and Managing Partner of Daniel Bloom & Associates, Inc. Founded in 1980, DBAI is a Largo, Florida based human Capital consulting firm. Serving corporate clients nationwide, we have assisted organizations from small real estate firms to members of the Fortune 1000 with various human capital related issues.

DBAI services three niche markets with services to assist organizations to maximize the human capital assets of the organization.

The first niche is comprised of those organizations with fewer than 100 employees who either do not have or never had a human resources department and now find them selves in need of expert counsel on human capital issues. We in essence become their HR department but on a retained basis where they can call us as the need arises.

The second niche market are those corporations with a small HR staff who have an urgent need for specialized human capital services and we can provide the expertise to complete the application of these services on a timely and cost effective basis.

The third niche is strategic human capital project completion for the large corporations on a divisional basis.

The service package of DBAI includes, but is not limited to, the areas of talent management, training, vendor management, policy design, relocation management, process improvement and EEO.

A resident of Florida since 1980, Mr. Bloom was an executive recruiter with several contingency recruiting firms in the metropolitan New York market, a member of the internal HR staff of the ECI Division of E-Systems (Now Raytheon), a licensed real estate broker providing relocation services to corporate clients, an educator and since 1980 a Human Resource Consultant. He is a national member of the Society for Human Resource Management, Worldwide ERC (the corporate relocation trade association), and the American Society for Quality. In addition he is a member in the Tampa Bay area of American Society for Training and Development, Tampa Bay Metro Business Leadership Network and the Tampa Bay Executive Forum. In addition he serves on the Expert Panel for the Round Table Group in the area of human resource issues.

Mr. Bloom received a Bachelor’s of Arts degree from Parsons College majoring in Education and Certification in Six Sigma from St Petersburg College. He holds certification as a Senior Professional in Human Resources from the Human Resource Certification Institute, a Senior Certified Relocation Professional from Worldwide ERC and a Six Sigma Black Belt from St Petersburg College.

Contact Danial via  Web: http://www.dbaiconsulting.com
LinkedIn: http://www.twitter.com/dbainc
Twitter: http://www.facebook.com/dbainc

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