Tham khảo tài liệu 'leading hr delivering competitive advantage_4', kỹ năng mềm, kinh nghiệm lãnh đạo phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả | 102 NG Bailey Constructing Business Model Change and brave course of change and market conditions are extremely unsupportive of the chosen business model in the short term. It is quite striking that these circumstances dictate a particular response from HR - the need to continue to steer a steady course toward a long-term vision under severe short-term pressure. On the one hand the HR Director has to be seen to be responding to short-term demands. Take the issue of resourcing. Six months prior to the time of writing 250 vacancies were on the books in the organization. On the other hand the long-term plan called for resourcing certain key capabilities - FM project management - but the organization was risking grinding to a halt unless a short-term resourcing plan was put in place. So the HR Director has been attempting to do both. She built an effective resourcing unit and worked to fill the short-term need but without necessarily making it obvious to some of the senior management in the company she also began to identify and recruit people possessing the capabilities she knew NG Bailey needed for its long-term plan. At the same time she has been ensuring that these key resources are directed -to the extent possible - toward the less profitable but strategically important parts of the business in the face of opposition from the more profitable areas. So the path to long-term success in a business model change project such as this seems not only to be to possess the key capabilities of the HR Director as we have identified but also to develop not without courage the ability to keep one s nerve by managing the short-term expectations of client managers while taking every opportunity to remind them of and reinforce the longer term objectives so easily forgotten when the balance sheet is in the red. Not every HR Director will manage this and it is not even certain of course whether it will be a success at NG Bailey. But HR Directors can have no doubt that they will in .
