Reaction to Hr Modernisation

The article started with a story of a successful man in his mid-forties whose name was Ted. Ted went to university training and went on to pursue with his HR track, first by joining the Human Resources in the staffing area, then proceeded to compensation and benefits, and then went to a management role. The story tells about Ted’s success in his field, and finally getting a well deserved position as the Corporate VP of the Human Resources. It was going very well for Ted. Not until after two years he got fired. It seemed that the company that Ted was working for was having too much to handle because of the competition in the market. The profit of the company was being cut less than the usual, and the programs that the HR was implementing was using up the budget of the company but was not paying back the company that it badly needed. During his time as VP he had difficulty with handling problems that had gone out of control. During meetings there were times that Ted could not explain what was happening.

It was mentioned in the article that when a CEO is asked what kind of HR head they are looking for, they’d answer with “I don’t want a typical HR type.” I can agree with this statement as in today’s age it is essential, or should I say vital already to be knowledgeable of the organization’s financial status and how the business runs for the HR to know that not all the programs that he or she will be proposing can be implemented. The HR must know when to adjust in terms when there are financial needs of the organization involved to use other interventions that would still be as helpful for the organization’s growth of the employees.

I also agree that HR people should step up their game thru acquiring other skills that are not just the skills that they had that got them to where they are now to be successful in their field. In each level that we get through, there will always be predicaments along the way that are not going to be as easy