Why do you think non HR managers are becoming more involved in developing and implementing management practices?

Answer 1

I think there is an emerging realisation that if you keep doing what you have always done, you will get what you have always got. By looking outside traditional fields into other sectors and other fields of expertise, there is a wealth of different practices that can be subsumed into existing management practices. In the past management practices have relied upon knowledge in of the speciality field, and experience within it. With a far more dynamic job market and people being expected to have a number of roles within their working lives, jobs are more transient. Emerging management practices are looking at candidates differently and are now far more focused on the candidates future potential within the organisations, and how they will fit into the organisation. You could have the most brilliant expert but if they don't work within your team and cause havoc, they are a liability not an asset. Management practices seem to be focusing more on the softer art (e.g. psychology, NLP, motivation, drive, teaming abilities, adaptability, flexibility, smile ability) because often the role you are brought into is only temporary and people often get moved around organisations during their working lives. These new skills and techniques are not something that has been developed in HR departments, they are evolving in universities, start-up businesses and enlightened organisations (e.g. Apple, BBC).