Monthly Archives: January 2011

Cultural Innovations

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Innovation is to generate ideas or find, select, implement and commercialize them. The source of ideas is the research and development, competition, seminars, exhibitions or fairs, customers and each employee of the company is a potential supplier of new ideas to generate tickets for the innovation process. Within the business processes of a company must consider the process covering innovation from idea generation, through the feasibility test to marketing the product or service. The ideas can relate to develop or improve a new product, service or process. We add, that innovation in business is achieved in different ways paying much attention to research and development for "breakthrough innovations." But innovations may be developed by simple changes to work practice, through swaps and combinations of experience and in many other ways. The most radical and revolutionary innovations tend to come from R & D while more incremental often emerge from practice but there are exceptions to any of these two trends.

In both cases, innovations are documented and protected by patents or other intellectual property scheme. In fact, according to Michael Porter the level of innovation from one region can be estimated with the number of patents generated. Take into account that the development of organizations is closely linked to exercise their executive leadership, but at the same time, this development is based on the innovative capacity that can carry out the people who make the permanence of the organization in the time. It is very true when it also indicates that there is a relationship between innovation leadership with the ability to carry forward the current managers, but are different concepts that play different qualities, however, can not be separated from one another. In order to develop an innovative culture in the company, provided that their drivers to become leaders. When the leader is a true innovator, the company generated an environment for anyone to propose changes, and these are appropriate cases can take you forward.

The organizations that have this type of leadership, innovative managers to prove it permanently, are unable to guarantee the company a good competition, generate a very good productivity and usher new products to surface that may lead to a demand favorable for the company that offers it. The innovativeness of the leaders then, is key to competing effectively. However, comments that this capacity is something that not all people in formal leadership positions have. It must give way to draw out this interest in innovation, which is manifested openly and above all, to motivate people, workers also generate innovations, management must evaluate, consider when they believe they are beneficial. Managers must be able to produce the innovations needed, although executives have traditional leadership. This can be achieved if other positions of the organization are working people who lean toward the new and that can support at one time these people who are willing to change things often against the will of their bosses. The problem arises in the levels of company management are committed to changing needs. Management should consider what it represents innovation scope and what it can generate to be instilled in the organization towards a proactive organizational culture that encourages staff to express their ideas, opinions that foster a good environment that promotes the innovation that lead to favorable results for everyone. Leadership intrapreneurial transformer or makes possible an innovative culture, capable of being learned or developed, is what determines the type of culture that must be followed.

Human Resources

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Continuing professional development (CPD) is promoted by the ICPD to support the systematic development and accreditation of its members. The aim is that the continuous search to improve knowledge and skills through exposure to new experiences benefits both the individual and the business. The ICPD actively promotes CPD along with other professional bodies such as lawyers, accountants and experts. The world is not static and no new developments in all emerging areas all the time, which is both challenging and exciting. Change gives individuals the opportunity to expand their capacity and keep pace increases confidence and helps build credibility.

For businesses, the benefits are the ability to stay ahead of competitors and increase profits. Therefore, through exposure to new initiatives benefit both parties. CPD is a continuous improvement cycle, identification of new experiences ahead. Having gained new experience that comes the analysis of what has been learned and how put into practice at work, before considering the development of new next. CPD is self-directed and requires motivation and commitment to improving the standards of their own staff, that some people can be a challenge in itself. Maintaining momentum is also important and the establishment of personal goals of what should be achieved within a specified period. For those that manage to keep the cycle is a huge sense of accomplishment. The process can take many forms? attend seminars, courses and academic conferences, conducting work-based activities, secondments and project management or read books and magazines.

Individuals may have a particular learning style, but to develop their skills from time to time you should take one that does not come naturally. For example, a person who learns best from active participation in solving problems that could take a more theoretical and read an article on the subject instead. Intertwined within the ICPD code of practice is the requirement of human resources professionals to encourage and assist the development of other individuals. Personal satisfaction can be gained from having helped someone might see them develop new skills to flourish once the trust they have earned. In order to fulfill our obligations as human resource professionals in the promotion of CPD, there are several possible solutions – becoming a role model, mentor and coach. A model that lead by example to show those interested how to do and the benefits to be gained. As a mentor of a Human Resources professional can give people the benefit of their knowledge of valuable information transmission of knowledge and coaching skills or positively encouraging that the person knows the path ahead. Any or all of these tracks you can follow everyone’s satisfaction.

Business Management

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"Without gold fall in all values, simplicity fall all the virtues." Tomas Carrasquilla The dynamics of modern business management application that performs its functions in an effective, proactive, where the secretary plays a role , collaboration very important achievement. The secretary in the present must have a series of requirements, features good performance appraisal, are a guarantee of effectiveness, successful collaboration for management to achieve its objectives. Being a secretary is a profession rather than a trade, much more than just a springboard to reach out to another post, and so much more than a pastime. It is an important position, not by anything the newspapers every day and everywhere seeking a number of highly qualified secretaries. It is often said that the secretary is the first image of the institution to outsiders: both for those who come to her, as well as for those who stay away, for the latter to through correspondence and telephone. The figure of the secretary continues to evolve as the company continues to evolve, and we can not specify to what extent that evolution is due to it.

Every day is most momentous in modern society the role of business and it seems that every day is more important in the company secretary. We see it as a promoter, as an entertainer, as coordinator, as an executive, as assistant to close and active in major decisions. What might these characteristics? Suedi Leon Jimenez, gives us some, like, be credited with the utmost confidence.

Resource Strategy Management

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These expressions include: “People are our most valuable asset,” “Our strategy is based on knowledge,” “People are all we possess,” “Our strategy is based on human capital management,” “We have learned to manage intellectual capital “,” Applying emotional intelligence in leadership and management processes. ” However, the result of serious research in the organizational field has demonstrated that members of informal estructuraa do not feel treated as if they were more important capital within organizations and on the other hand in a high percentage empresasa of the open knowledge possessed or understood or used. We are told that according to the results of research recently conducted on this subject “Human Resource Strategy: Corporate Rhetoric and Reality, to A from which these researchers led by Dr. Linda Gratton deducted three important conclusions.

The first is that in a significant percentage of enterprises with the informal structure members do not feel stimulated, engaged or free to express their opinions. The second conclusion is that the duration durantea research, more than six years observarona not any progress in human resource management and the third being a longitudinal research could conclusively prove that the conduct and practices puedena people worsen considerably over time. Also the results of these investigations it was found that there are large differences among organizations, the components of behavior, skills and attitudes of members of the formal structure regarding discipline and corrective actions related to corporate policies workers and arguably these dissonances are an influence in regard to sound the future of organizations.

Management Opportunities

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” But how can a manager take advantage of the opportunities offered by the hard times? For George, “we need to know what caused the current global crisis. I think it was the approach and short-term results rather than long-term work. We are into debt too, both consumers and institutions were not conservative in our financial practices so lost track of what was important for business: to create lasting value for its customers, employees and shareholders. I think we now recognize that the short term is wrong and it is time to elect smart leaders to guide us in these difficult times. I believe that companies with this kind of leaders will have the opportunity to overcome the crisis and come out winning. Many people believe that the markets will again be the same after the recession. However, be well and the companies that succeed will be those who can meet the needs of its customers and consumers.

” Finally shows the view of George Kohlrieser, leadership expert and professor at IMD Business School in Switzerland, “We are at a propitious time for change. We must understand that many people now think only of survival, something that limits their creativity and the pursuit of opportunities. Survival is always the most important goal for the brain and, as such, the leader and employees looking for ways to defend themselves and the opportunities that exist abroad. Impotence is the mental and emotional state may suffer more destructive than an organization, team or an individual. Leaders must be strong, positive and focus on opportunities. It should be a limit to the complaints, since only lead to discouragement. It’s time to learn, to develop talent for finding innovative and creative ways of doing things.

Leaders should focus on the positives and the opportunities in these times of crisis, because it is now when employees can gain strength and determination to find ways to get ahead. ” In conclusion, management must be prepared to meet the challenges, make way for his creativity, diagnosis and extent of the crisis in order to give way to national strategies, plans the counter without affecting the organizational behavior of the company lower its charge, consider for example what the late Peter F. Drucker in his book: Management in Difficult Times “when referring to organizational changes, adaptation, management, decision making, strategies … that the manager should be to difficult situations of the company, especially the ability to be front organizations and be competitive to the world of globalization. Being a business manager is to be convinced of the mission, vision, objectives and goals of the organization and preparedness of our environment, to face the dangers of different natures that can interfere management of financial resources, intellectual labor productivity and costs needed to stay in business.