The Blog: Murad S. Mirza

More Articles: Latest Popular Archives
Avatar
   

About Murad S. Mirza

Murad is an innovative thinker and an astute practitioner of areas within and associated with the fields of Organizational Development, Talent Management & Business Transformation. He has worked in various geographical regions across the world. He has a rich history of delivering desired results for progressive organizations ranging from SMEs to Large Corporate Entities.

His scholastic accomplishments have been affirmed by induction into Beta Gamma Sigma, an International Honor Society, as a Lifetime Member. He is also a globally published author and an active contributor to various professional forums. His profile on LinkedIn can be viewed at: http://ae.linkedin.com/in/muradsalmanmirza

The Case for Preferring High-Commitment (HICO) Over High-Potential (HIPO) Talent to Succeed in the Digital Age

High-Potential (HIPO) employees have been the mainstay of many Talent Management systems for a number of years within progressive organizations to bolster Succession Planning initiatives. Their ‘elevated’ status from the general workforce is often seen as an affirmation of the qualities needed to fill critical leadership positions in the organizational hierarchy.

Article by 11 February 2020

8 Tips for Bridging the Gap between Customer Expectations and Customer Experiences within the eCommerce Realm

The Digital Age has empowered the customer like never before, especially, within the eCommerce realm, primarily due to the alluring promise of better deals, optimized convenience, faster deliveries, broader choices, desired qualities, and customized services. This has also led to an emboldened customer who is more prone to throwing away the cloak of silence to express his/her opinions online due to the realized influence of being able to tinker with an organization’s business reputation by a few keystrokes on a highly frequented social media/consumer forum website. Consequently, progressive organizations are taking extensive measures in knowing their customers deeply through the use of relevant methods/metrics as a way of gaining insights into providing more delightful experiences. However, it remains a daunting challenge to meet/exceed customer expectations on a consistent basis due to their dynamic nature. This is further exacerbated by the nagging fear of disruptive influences that can not only impact products/services, but also, radically change the relevant ecosystem, e.g., Amazon disrupted/transformed the ecosystem of conventional retailing through online dominance and forced key competitors like Walmart to rethink their strategies for staying relevant and competitive in the Digital Age.

Article by 2 January 2020

The Corporate Savviness Barometer
(An Organizational Effectiveness Perspective)

Corporate Savviness is an organizational characteristic that refers to the enterprising use of a collection of core organizational competencies, i.e., Key Savviness Aspects (KSAs) that are needed by dynamic businesses to attain/maintain/sustain formidable competitiveness. It is a proactive trait that buffers progressiveness against paralyzing hindrances from precarious situations and enables a desired pace to business excellence. This article provides a brief explanation of the 15 KSAs and subsequently depicts the Corporate Savviness Barometer (CSB), against which, an organization can be assessed, for appropriate corrective/preventive actions or, in case of being on target, indulge in a ‘moment to savor’ with renewed affirmation.

Article by 3 December 2019

What Distinguishes Outstanding Employers from Good Employers?
(Inculcating an Invigorating Employee Experience within Total Rewards)

The dreaded prospect of becoming irrelevant and marginalized in the Digital Age is increasingly incentivising organizations to look for ways to attract and retain desired talent who can sustain and enhance their competitiveness with a synergistic infusion of technology. However, gone are the days when professionals depended upon the paternalistic instincts of their employers to provide them with a viable career path embellished by a progressive and fair remuneration. The capable professional of today is more informed, incisively skilled and comes with a baggage of knowledge that enables leveraged negotiating targeted to achieve maximum gains within a mutually agreed frame of reference.

Article by 22 November 2019

The ‘REVITALIZE’ Framework for Conducting Effective OD Interventions

Progressive organizations are routinely looking for a significant edge over the competition that can enable increased market share, fertile revenue streams and sustainable growth. Such objectives highlight the need for astute OD practitioners who can rise above the ‘corporate noise’ and timely initiate meaningful interventions in priority areas. Unfortunately, too many organizations focus on the short term resolution of current challenges and fail to realize the ‘Big Picture’ perspective in terms of harnessing the inherent strengths and accessible resources with an engaged workforce to secure a stellar future. Consequently, the efforts of OD practitioners are conveniently diluted by shortsighted corporate imperatives and ‘scapegoats’ are aggressively sought to ‘dump’ the blame for impending failures while promising careers dwindle in the harshness of organizational politics. Fortunately, such misfortunes can be avoided and the following approach safeguards against Machiavellian measures to preserve susceptible reputations…

Article by 10 October 2019

Are You Selecting the Right HR Technology for Functional Optimization in Your Organization?
(A Method for Ensuring and Assuring the Correct Decision for the Digital Age)

There is an increasing trend within the business world to incorporate technology, especially, AI-enabled, that can provide a competitive edge and sustain the efficient running of operations without the ‘complexities’ of managing large workforces. However, such endeavors are often embroiled in controversy as the perilous allure of embracing technology, without conducting the necessary due-diligence on its optimal use, fuels distrust, discontent and divisiveness among the alienated employees. Such an impact is significantly felt either in a highly cohesive corporate culture firmly bound by shared values that affirms a strong psychological contract or in a strongly unionized environment that is genetically predisposed to viewing any management slogans of ‘progress’ with suspicion.

Article by 14 August 2019

The ‘BAFTH’ Framework for Aligning an Organisation’s Strategic Focus with the Demands of the Digital Age?

The word ‘Disruptive’ has come to signify the kind of transformative change that uproots existing norms of competitive economies and forges a path of its own by rewriting the ‘rule book’ while relegating complacent titans of industry to the annals of history. It’s the kind of trailblazing that is majestic in nature and game-changing in practice.

Article by 6 June 2019