Strategic Performance Management Systems -

The Calm Mind Corporate HRD Meditation Series

First Edition 20 July 2011

by Dr. C. C. Tan

Introduction

These presentation modules intend to outline some of the direction and progress of research in the strategic performance management aspects of HRD (Human Resource Development), which will be seemlessly absorbed and merged with the Calm Mind HRD Meditation Programme, offering for corporations and institutions who believe in the working of the innerself through meditation as the right robust foundation for the sustainable-competitiveness-and-peformance vision and objectives of the organization.

Human potential is unlimited and human resources are not what it seems on the surface - just limited resources. In corporations, there are generally two types of human resources management - the hard and the soft model. The hard takes on a strategic controlling approach in view of their worldview as we often know from the Theory X while the soft underpins on the worldview that human is generally expansive and is willing to dedicate their best of what they have provided conditions and causes fit harmoniously. Whether soft or hard, the consequential behaviors are the manifestation of their worldviews and philosophical assumptions built from years of experiences. In other words, we are what we have learnt, developed and behaved. The Calm Mind Meditation will help each of you to work on the innerself at various level - the philosophical assumption or worldview level, the epistemological relationship level between us and the others, and our habitual methodological level that operates in our behaviors, thoughts and communication.

Meditational technique has to be right otherwise we will act like a frozen food in a freezer where no wisdom arise. An effective meditation will connect us to both theory and practice, seeing them as no differences and non-dualistic, that one is in need of another. One will learn to acquire the capability to sense and actualize emerging potential and to discern the shape of the next strategic game. In short, one will acquire an epistemological knowledge discourse ability. For instance, in traditional strategy map where everyone sees as only a map the interconnects few loosely disconnected key success factors in organization, now one will see strategy map as an organizational epistemological discourse that seves as a source of sustainable competitive advantage, that tells the state of performance capability and strategic whereabout of the organization at the present moment. By staying at the present moment and yet capable to intuitively and directly know and sense the future outcome. This is simplicity and yet realistically accurate. As Albert Einstein  ever said: 

           After all we never used anything more complicated than a blackboard (cited in Drucker, 1996, p. 28).