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HR Hot Topics

Work as Self-realization
People at work realizing and challenging their inner motives, thinking and viewing - not just an ideal image of work. The matching of individuals’ competency drivers with corresponding job requirements marks an unforeseen win-win situation for individuals and organisations alike. For further illumination see “WOPI-CompetenceArchitecture” under Downloads.
Developmental Recruitment
Recruitment and development of personnel remain two worlds apart - without any good reason. Recruitment assessments should be remolded not only to speak in the language of development but provide concrete developmental guidelines for the hirée and supervisor. Ultimately, human resources should be viewed in terms of acquiring and developing competence throughout the career cycle.
Workgroup "Personality"
Work is growingly carried out in teams and it makes sense to look at teams’ collective drivers, i.e. ”personality”. What the group wants to do, how members plan things & solve problems and how they view the world and themselves - are questions addressed by the group’s average motives, ways of thinking and attitudes. See “WOPI-StrategyDrivenCoaching” under Downloads.
The Leadership Challenge
Globalized work, virtual teams and the emerging generation Y call for new leadership. Some suggested concepts come and go while some have sustainability and rigor. Self-Leadership and Shared Leadership are perhaps the two most cogent responses to the challenge of changing leadership. For further illumination, see “WOPI-CompetenceArchitecture” under Downloads.
Innovative Personality
Instead of attention on single factors, personality should be viewed along the entire process of innovation to locate individuals’ resources and drawbacks. Moreover, creativity or innovation may reside in the interaction of opposing dimensions such as fact vs. idea-orientation. This may also apply to workgroup innovation. See “WOPI-InnovativePerson-Workgroup” under Downloads.
Intercultural Work Competencies
The traditional view to interculturalism emphasizes cultural differences often with Euro-Atlantic bias. Today’s realities call for a new look where intercultural exchange is seen to flourish upon common learning challenges and people-to-people processes. See the 2 + 1 model of intercultural competencies in the book chapter “Intercultural work competence” under Downloads.
Coping with Stress - A Competency
Work units and occupational health are grappling with job burnout and early preventive measures are needed before the onset of sick leaves. Coping with stress must be viewed as a standard competency for everyone. Informed managers and provision of coaching in coping styles are two means to tackle this growing problem, see the Coping Styles Inventory (CS) under WOPI-fc.
Business-Technology Design
First was departmental HR to address general personnel processes. Then came business HR to reach out to daily people processes. Eyes are now set beyond pure personnel issues. Knowledge of human behavior drivers turns HR into facilitators in strategy implementation, product development, etc. See “WOPI-StrategyDrivenCoaching” + “WOPI-InnovativePerson-Workgroup” under Downloads.

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