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" The Added Value of Human Resources in Developing Leaders: "
Hamdy, Karim
Marsh, Craig
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Latin Dissertation
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| Language of Document
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English
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| Record Number
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1109220
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| Doc. No
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TLpq2470905409
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| Main Entry
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Hamdy, Karim
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Marsh, Craig
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| Title & Author
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The Added Value of Human Resources in Developing Leaders:\ Hamdy, KarimMarsh, Craig
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| College
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The University of Liverpool (United Kingdom)
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| Date
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2020
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| student score
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2020
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| Degree
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D.B.A.
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| Abstract
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Preparation and development of leaders of the future in any organisation is a primary focus in both academic research and business. Specifically, interest exists regarding leader identification and methods employed in leader preparation and cultivation. Leaders within the organisation underpin the idea of dealing with change and uncertainty. Indeed, Hollis (2007) advises that organisation success lies in the ability of its leaders to set directions and take decisions, especially during critical situations. It takes inspirational visionary thinking to develop leaders, and requires the engagement of all organisation levels embracing top management and whole collaboration. Linking Human Resources (HR) and Organisation Development (OD) during complex times (Schein, 2010) will ensure that leaders help organisations maintain their competitive advantage. The purpose of the study is to centre attention on a particular macro organisation group in Egypt and review its activity even during change. The study explores the added value of HR and OD within the organisation and their contribution in readying and maturing leaders. Organisation impact is assessed, alongside the maintenance of competitive advantage in the face of rapid change. Employing qualitative methods within an action research case study (McManners, 2016), the study concentrates on a leading steel producer in Egypt and the MENA region, and reviews leader preparation and development and their impact on the organisation’s performance and subsequent business improvement. Data gathering was conducted via interviews with executive level, senior management, and via two focus groups from middle management. Together, information and data were obtained concerning the main issues the Group have confronted when attempting to prepare and develop leaders, particularly during uncertainty and change. The main outcome of the Leaders Model and Framework is to highlight the contributions of HR and OD. These departmental roles should safeguard sufficient talent that is continually assessed and aligned at all organisation levels within the organisation to achieve leaders. Collaboration, commitment, and communication within the organisation are paramount. Likewise, the need for organisation transformation, empowerment, and learning initiatives promotes added value for HR within the organisation.
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Business administration
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Management
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