I have been thinking a lot about my profession – human resources – lately. I have come to the conclusion that there is no other field or discipline in organizations that is as complex and varied as the field of HR
Those in Finance, Marketing or Operations may disagree, and certainly that would be an interesting dialogue. But I would like to explore this idea of the complexities of HR just a bit.
What strikes me is that those aspiring to become HR leaders must have a reasonable grounding in: Read more…
Second of two parts
Editor’s Note: For Part 1, see 3 Key Predictions for the Human Resources Department of 2020.
4: HR will utilize analytics and Big Data to augment its value
In-house HR professionals will need to embrace analytics and “big data” to become strategic leaders in their companies. Gyutae Park, head of Human Resources at Money Crashers Personal Finance, predicts that:
In the coming decade, the career trajectory of HR professionals will be determined more so than ever by the analysis of data and metrics. Although HR already uses some metrics such as turnover ratios and employee engagement levels, you can expect to see new metrics tracked and used in HR, such as the average timeframe for staff to be ready for promotion, or percentage of top candidates to be hired within the organization.” Read more…
First of two parts
The human resources department is doomed.
There is no viable future for the HR function, and HR professionals will inevitably be replaced by software. At least that’s what some are saying.
Without a doubt, software is changing how HR functions. But rather than spell the end of human resources, the nine experts I interviewed predict these changes will provide growth opportunities for HR professionals. Read more…
There are few pleasures in life I enjoy more than a meaty conversation with individuals of differing viewpoints.
That said, there is one topic of conversation that drives me nuts, and it centers on this question – Is HR an advocate for the employee or the employer?
I hate this question. It seriously sets my teeth on edge when I hear it. Here’s why: Read more…
I use to think the title “HR Partner” was played out – and it probably was for a time.
There was a point a few years ago when every HR Pro had to change their title from HR Manager, HR Director, etc., to HR Partner. It always made me feel like we were all apart of a bad cowboy movie (“Giddy up, Partner!”).
I’ve actually grown to really like the “Partner” in the title of an HR Professional. While many HR Pros just changed their title, I’ve met some great “Partners” in HR who have changed their game to match their title change.
What makes a great HR Partner great? Here are five (5) things I think makes them game changers: Read more…
If you had the chance to design your ideal workplace, what would it be?
Let’s stipulate that these spaces would be clean and safe, because that’s the very least you should expect from work. I’ll also set good technology as a baseline: computers and phones, quality office machines, and a solid WiFi connection.
Considering all the ways we work nowadays, I think I’ve come up with what I’d consider to be the ideal workplace. Read more…
Here’s how to improve the impact of your employee surveys by 10 times, 100 times or even 1000 times!
We love surveys, but employee survey efforts often fall short of their potential for three primary reasons:
- There’s no clear focus on a clear and meaningful purpose. How will the results inform decision making and action that will support the most critical priorities and strategies for the future? Employees want to be part of meaningful efforts; therefore the significance of the survey must be crystal clear. Read more…