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The time has come for HR to become a true profession and to base its methodology on the best scientific evidence available. The days of mindless adherence to HR dogma are over. In the first of three articles, HR consultant Paul Kearns explains the central argument of his book Professional HR: Evidence-Based People Management and Development.
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Professional HR: Evidence-Based People Management and Development | |
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This article is based on Professional HR: Evidence-Based People Management and Development by Paul Kearns, published by Routledge (April, 2013). With a foreword by Professor Jeffrey Pfeffer, it is suitable for managers and students studying HR, and provides the answer for what could be the next iteration of the capitalist system, with professional, evidence-based people management at its heart. The second article in the series is titled Why HR must be based on evidence, science and international standards. The third article will be titled HR leadership - putting people at the heart of general management. | |
Groucho Marx was probably only partially joking when he said: "I don't want to belong to any club that will have me as a member", but you have to admit, he had a point. His observation is particularly apt when applied to the HR and learning and development (L&D) professions, which currently accept anyone and everyone as a "member"; not officially, of course, but by default.
Get yourself a business card printed today with the words "HR expert" and you, too, can be up and running in no time at all. If that does not bother you then I certainly do not want to be in your "club". If, on the other hand, you genuinely believe, as I do, that HR should only be populated by fully accredited professionals, you will find this very disconcerting.
Evidence-based standards
I was only partially joking myself when I wrote a guest blog piece -
