1. The greatest management challenge for HRD is to be able to identify evaluation tools and reward systems that can value and compensate Human Resource based on INPUT AND DELINKED FROM OUTPUT. We should not have to await the output in order to calculate the value!

2.Though it is claimed that hierarchy has been 'flattened within the management structure', this cannot be true in light of the rising disparity in income between top management and the "rest". The error has been in describing empowerment as 'giving responsibility and creating accountability'. Delegation of powers will be ineffective and meaningless if they are to be specified!! There is only one kind of empowerment and that is Discretion; AND the only discretion that is meaningful is Fiscal!! Empowerment can only come when every employee perceives 'fiscal discretion'. This provides ownership ; which solves all HRD problems!

3.The greatest valuation and compensation for Human Resource will have to shift from being based on ' individual performance' to 'the ability to transfer knowledge to others'. Trainers and teachers will be seen to have the highest value and hopefully will become the highest paid human resource in the the Non Linear era.

4. HRD systems will have to use digital technology and software to show a 'moving and flexible value' for each function as they are affected by market conditions. Employees will thus have to accept that the value of their inputs and skills will have a 'changing and dynamic' commercial value. While we have readily designed many linear logic based positive 'incentive programmes' for compensation based on 'more sales, more production or more profit' ; a 'deduction is designed and positioned to be a negative charge like a 'penalty or fine for creating damages'.

5. Compensation must evolve to become a 'relatively unforecastable output based on a transparent system that indicates the changing value related to markets'. This requires to be sold and positioned so as to be seen by all employees as a package which rewards the "function itself BUT has a changing value created by unforecastable market conditions and not based on deficiency or 'fault'.

6. This will lead to a different era in management of human resource as this 'integrates employment with entrepreneurship'. Contrary to belief this is what every human being desires, and will be acceptable to all, on the basis of its transparency. The need is to create transparent systems that shows HOW the value of every human resource as a 'component adjusts its commercial functional valuation due to changes in the market place'. This requires the function itself to be costed within the cycle of commerce for the product or the service being offered by the organization. Digital technology is positively ready to deliver this human ERP module.