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Changpyo Hong
HR Consultant, Australia
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Old Myths about HR?
Recently, I've known about the old myths of HR. In the six myths such as
1. People go into HR because they like people,
2. Anyone can do HR,
3. HR deals with the soft side of business and is therefore not accountable,
4. HR focuses on costs, which cannot be controlled,
5. HR's job is to be the policy police and the health-and-happiness patrol,
6. HR is full of fads, the sixth old myth that really confuses me. It that seems like HR is some temporary fashion in a organisation, but I do not know what it means exactly. Are there any relevant journal articles, theories, or cases to it? Please, anyone inform me...
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Park
HR Consultant, Korea (South)
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8 Old Myths of HR Well, the 6 myths you've mentioned above actually are 8...
1. People go into HR because they like people.
2. Anyone can do HR.
3. HR deals with the soft side of a business and is therefore not accountable.
4. HR focuses on costs, which must be controlled.
5. HR's job is to be policy police and the health-and-happiness patrol.
6. HR is full of fads.
7. HR is staffed by nice people.
8. HR is HR's job.
For more info, they are explained in a book by D. Ulrich: "Human Resource Champions: The next agenda for adding value and delivering results".
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Jaap de Jonge
Editor, Netherlands
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New HR Realities (Ulrich) Ulrich also mentioned 8 realities for human resource professionals, refuting (contradicting) these 8 HR Myths in that excellent 1996 book:
1. HR departments are not designed to provide corporate therapy or as social or health-and-happiness retreats. HR professionals must create the practices that make employees more competitive, not more comfortable.
2. HR activities are based on theory and research. HR professionals must master both theory and practice.
3. The impact of HR practices on business results can and must be measured. HR professionals must learn how to translate their work into financial performance.
4. HR practices must create value by increasing the intellectual capital within the firm. HR professionals must add value, not reduce costs.
5. The HR function does not own compliance-managers. HR practices do not exist to make employees happy but to help them become committed. HR professionals must help managers commit employees and administer policies.
6. HR practices have evolved over time. HR professionals must see their current work as part of an evolutionary chain and explain their work with less jargon and more authority.
7. At times, HR practices should force vigorous debates. HR professionals should be confrontational and challenging as well as supportive.
8. HR work is as important to line managers as are finance, strategy, and other business domains. HR professionals should join with managers in championing HR issues.
These 8 realities are at the basis of his famous 4 new Human Resource Management Roles.
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Paramathmuni srinivas Kumar
India
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New HR Realities HR is not simply giving training, payroll management etcetera. It should develop people in a real sense at all layers of being (physical, intellectual, negative emotions, positive emotions etc).
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Simon Raistrick
Business Consultant, New Zealand
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Not Sure About Some of Those ... @Jaap de Jonge: Depends on the type of business surely.. For example, point 1 is contrary to the psychological safety required for innovation.
I would argue that the more comfortable you make people some of the time, the more uncomfortable they are willing to get the rest of the time - which might explain the decor and general approach of places like Google etc...
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Jaap de Jonge
Editor, Netherlands
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Even Newer HR Realities @Simon Raistrick: Excellent point, thanks. Indeed we should consider that Ulrich wrote his "new HR realities" back in 1996. No doubt the nature of our economy, work demands and role of HR in all of that have changed since then.
What changes should be made by 2019 to reflect these changes to the 8 New Realities of Ulrich?
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Marc De Leeuw
HR Consultant, Belgium
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Unlocking the Value For me HR is no different from Finance, Production, Logistics, etc in that our role is to be subject matter experts when it comes to people helping the organisation maximizing the value of its human capital. We should do this in the same way that our colleagues from other departments do it in their field of expertise, whilst understanding and keeping in mind the overall business objectives and requirements.
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R.D.T.M. Pape
Project Manager, Netherlands
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HR in an Evolving Agile World As there are more companies that adapt Agile thinking (as well as design thinking, Scrum, LEAN, etc., etc.) HR as a roll will become obsolete.
Team members are in the lead in hiring other team members, assessing each other’s behavior and work (quality, collaboration...).
Also they are in the lead in selecting their colleagues.
Scrummasters and other servant leaders will help the teams in education, training and people and team development.
As a result of these developments HR, if still needed at all, has a very small role.
In fact nowadays HR and recruitement, at least the ones I work with, have no idea at all in the evolvements in certifications, or other courses and educational developments to get the best person on the job.
Most of the times they just fill in some "radio buttons" in HR-software without even knowing what these choices stand for.
Advising management in what to ask for should be value adding to these processes. That is to say; when you know what it is about.
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Gandhi Heryanto
Management Consultant, Indonesia
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HR in the Digital Age Indeed your HR department should not be stuck in the dark age while businesses race into the digital age at breakneck speed (Susan Walker in digital economy article, 2015)
According to a recent report by Accenture and SuccessFactors, a SAP company, HR operations need to change to be more streamlined, and more agile to keep up with today’s ‘always on’ workforce. The report, called “Building the Digital HR Organization”, states that digital technology is shaping the future of Human Resources, and it outlines three ways that technology will disrupt how HR departments operate:
1. Allows new approaches to delivering HR services
2. Makes talent management easier.
3. Enables HR customization, focusing on individual or group performance measures.
The report warns that if HR departments don't adapt and embrace some new digital technologies, they run the risk of becoming obsolete, which could deter some potential employees in today’s tech-savvy market.
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ravelomihamina
HR Consultant
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Do we Need HR for the Future? The services HR is offering are considered poor and of little importance to companies at present. Companies prefer to hire consultants so the problems encountered in the HR department do not affect th...
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Jaap de Jonge
Editor, Netherlands
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HR More Important in Digital Age I am a little bit surprised about the negative perception some of you have towards the human resources department in organizations.
I think such opinion is justified if we view human resources in the...
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Jones
HR Consultant, United States
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HR More Important in Digital Age I too am surprised at the negative perceptions some have expressed towards human resources departments in organizations.
If the human resources department is staffed by a current and innovative leade...
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Gandhi Heryanto
Management Consultant, Indonesia
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The Future of HR It is interesting to think about the future form of HR. If the organization changes in which people work, especially in the digital era, the HR function should also be evolving. Not taking care anymor...
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Helen Strong
Business Consultant, South Africa
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Allow Relevance of HR HR is only as useful as it is allowed to be. The Dept. needs to operate at executive (high) level. HR managers should be included in / have input on strategic issues. Then HR can contribute by
Und...
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R.D.T.M. Pape
Project Manager, Netherlands
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HR More Important in Digital Age?? @Jaap de Jonge, @Jones, @Helen Strong.
I understand that HR is seen by you in current organisations.
As I mentioned: it will become obsolete. Not only because of the digital age. But also by generat...
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Borje Vickberg, Sweden
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Dangers with Abbrevations In Swedish management jargon the term HR is frequently used. In the narrative of New Public Management I believed HR meant Hostile Repression....
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Sridhar Gopal
Management Consultant, India
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Lets Make HR an Indispensable Function! Wish I could write these off as old 'myth' but unfortunately its still a present day reality – in many regions. Recently I heard my client fume and say “… the HR folks are becoming redundant in our co...
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David Wilson
Manager, Canada
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To Profit Executives Need to Listen to Key HR Advice I have watched many organizations look to downsizing of frontline resources in times of economic challenges or reduced budgets. Instead of reducing frontline services, I believe organizations need to ...
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Maurice Hogarth
Consultant, United Kingdom
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The Paradoxes of Realities @Jaap de Jonge: To many people, HR and HRD are synonymous. For me they are distinct entities, with distinct service roles. Clarity on which ‘function’ we are referring to seems essential to the discus...
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Yuvarajah
Manager, Malaysia
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HR Paradox Before HR came into the scene, who was responsible for managing people within an entity? Even until today in small businesses, HR administration is handled by Finance or Accounts. So, why did HR came ...
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