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Friday, 20 June 2014 00:03 - - {{hitsCtrl.values.hits}}
On the role of a manager Dr. Davidson said: “If you want to become a concert pianist it helps to have some talent and practice. It also helps to have some motivation but more than anything else if you want to be a concert pianist, at some point you’re going to need a piano and that’s what management is there for.”
Managing change
Davidson also pointed out that understanding the evolving role of HR also required an understanding of the changes in social trends as: “HR operates symbiotically with businesses and it operates of course in a symbiotic relationship with society.”
He added: “It’s a useful concept to keep it in mind because when we look at the trends in society you know those trends are going to affect the way we work in our organisations.”
When speaking of the changes that affect companies on a global scale he also pointed out the challenges faced by HR officials that operate in countries with ongoing disputes.
“We live in a world of uncertainty,” he said, adding: “Russia and China are both currently in fairly aggressive moods and in serious disputes with their neighbours.” 
HR officials in these countries face a very different set of challenges. They should therefore be able to adapt to their environment in the manner that Charles Darwin spoke of. Survival among species was not dependant on who was the strongest but on who could adapt to change. “Competition is not with each other, but with the environment,” he pointed out.
War for talent
Dr. Davidson also addressed the effect of the rising number of individuals who have reached retirement age. “You have 76 million people leaving and 46 million people arriving. That’s good for the 46 million in the sense that they won’t have difficulty getting some jobs. What’s not good for organisations is that there is going to be massive war for talent.”
What this would mean for local businesses, whose employees are now increasingly becoming a part of a large international community, was a rising need to increase retention and reduce disengagement within the organisation. “Basically employees can be poached fast,” Davidson reiterated.
The next big challenge
In addition, Davidson also shared his thoughts on what should be the next focus for HR managers. “I predict that the management of diversity as a source of competitive advantage may become the next big challenge for HR.”
The second speaker for the day was Malaysian coaching expert Dr. Michael Heah, presenting yet another global perspective on new HR practices, particularly on ‘Nurturing leaders through coaching and mentoring.’
New approach to coaching
Dr. Heah elaborated on the difference between coaching and mentoring as HR officials sometimes tend to adopt the same approach towards both these functions. Coaches should focus on getting answers from their employees rather than by simply telling them what to do.
“That is what you call the ‘uploading’ side of developing people, whereas the rest are more towards ‘downloading’.”
While discussing what makes a good coach, Dr. Heah pointed out that the most important element was not to be a product expert. He spoke of what makes great coaches by considering the success of well known coaches such Alex Ferguson. “Look at magic Johnson. Look at Maradona who went into coaching but failed. Why? They should be the best coaches in the world but coaching requires a different thing altogether.”
The session was interactive and was conducted with various questions directed at the audience. The technical discussions also included two panels discussing topics such as ‘beyond the role of HR’ and ‘redefining HR: promises and pitfalls’.
There was also an HR service provider’s exhibition and various networking opportunities for those in attendance. This conference and exhibition which was held from 17 to 19 June at the BMICH is considered to be the biggest HR event in South Asia.
Pix Sameera Wijesinghe
