There's been much discussion online lately on the evolving role of HR so I have made this the theme of my latest fortnightly round up of articles and links on HR strategy.
Key messages are:
- Show a causal link between HR activities and results.
- Show that these results help create revenue.
- Adapt to changes in the workplace rather than stick with traditional HR processes and programmes designed to drive employee engagement.
- Hone your skills as activists, change champions and capability builders.
- Analyse what people management actions are needed to respond to external business trends.
HR blogger Trish McFarlane in a blog titled "The Role of HR in an Evolving Workplace"
on her HR Ringleader blog, says this:
"HR is not about programs and processes anymore (yes, there will be recruiting,
compensation, benefits, talent management, etc.) - it is about driving sustainable
business results that matter - you must be able to answer the question 'we are
doing xxxx in order to drive yyyy results'... it is simply not a given or assumed anymore that salary increases, affordable benefits, great training and other efforts are part of the employment deal - do you have a point of view and a business agenda you are advancing at your organization in the context of today's new realities?"
HR's heavyweight champion theorist, Dave Ulrich, has also been talking about this issue in "Evolving Expertise Studies"
, together with co-authors Jon Younger, Wayne Brockbank and Mike Ulrich, published in Human Resource Executive online.
"HR professionals are honing their skills as activists, change champions and capability builders who can turn external business trends into organizational action," they argue.
Another respected HR expert, Dr John Sullvan, weighs into the debate with an article "Transform HR Into a Revenue-Impact Function to Increase Your Strategic Impact"
"HR people: for heaven's sake, stop describing yourself as"passionate" about what you do. Especially when it's applied to activities such as organisational change or personal development. To be passionate is to be 'dominated by or easily moved by strong feeling, especially of love or anger.' Is that the way people really and honestly feel about HR activities?"
Read the complete post at http://www.xperthr.co.uk/blogs/employment-intelligence/2012/02/hr-people-should-focus-more-on.html
3 Feb 2012 2:03 PM
XpertHR - Employment Intelligence
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