Tham khảo tài liệu 'leading hr delivering competitive advantage_9', kỹ năng mềm, kinh nghiệm lãnh đạo phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả | 252 Vodafone Creating an HR Architecture for Sustainable Engagement just management rhetoric. Such a view can be immensely counterproductive and can only be countered if the employees believe that the strategy has actual meaning with the required backing from people who matter. Vodafone is not standing still despite what it has already achieved with its employee engagement strategy. It is operating in a very fluid business sector that is constantly reinventing itself almost on a daily basis. Change is the norm and its employees will need to always stay ahead of their field to stay competitive. An engaged workforce will be more ready to change and adapt because it understands the realities of their market and the challenges that their leaders face. NOTES 1 Vodafone Annual report for the year ended 31 March 2008. 2 Arkin A. 2009 Fully charged. People Management. 4 June 2009 pp. 21-23. CHAPTER 13 The Future Scenario for Leading HR ANTHONY HESKETH PAUL SPARROW AND MARTIN HIRD . Introduction Future scenarios for Leading HR Headline issue People issues will lie at the heart of most strategy execution problems but in the world we are moving into strategies are only going to get more sticky complex paradoxical and people-centric. If HR does not manage its own destiny either events or aspiring competitors will manage it for them. How should the HR function evolve what will the market require from their services in future years and at what price and will market logics be the only dominant show in town Strategic imperative HR needs to look at the complete set of business models that might impact the sector the organization is in. It needs to analyze in real time which models require HR investments now as an insurance premium considerwhat capabilities are needed to get the chief executive officer CEO into each business model but also to then get them out of it. It needs to be direct commissioners of service ratherthan simply being direct providers of service. HR needs to .
