How Can We Make HR Better for 2015 and Beyond?

11 Jan

What can I do – what can we do – to make HR better as we move into the future and face challenges distinct to this point in history? Depending on how we see life, everything may seem about the same, but in reality, the way we acknowledge and with an open mind handle the differences will define HR and its relevance as we move ahead. Here are a few thoughts:

  • HR must have a distinct identity. We cannot just be followers trying to keep everyone happy. We must be clear in setting our allegiances. We must be integral in meeting the goals and needs of the organization, but at the same time be clear about HR, business and society principles that govern our actions and also the actions of the organization – often legally. We cannot simply compromise (or cave-in) to keep people happy. If our actions are questionable, in making one person (e.g. the big boss) happy, the “equal and opposite reaction” is likely to be making a number of other people very unhappy while our HR reputation (and business) may be tarnished.
  • If HR is prepared to take a strong stand on certain matters (e.g. ethics and corporate values), we must also develop our negotiating and diplomatic skills. To be effective in the future (as in the past) we must be able to present our positions while taking into account the sensitivities and specific interests of those we are addressing. Whenever possible, we would not just say what we believe is right, but why it is right (giving context) for our specific business and our diverse colleagues and employee population. We cannot just be stubborn people in an HR world of our own, but straight-talking business-sensitive leaders able to gain the respect of those we deal with.
  • We must question all our HR beliefs, particular those of us who have been in HR for a significant time. It is very difficult not to develop a bias and our bias may have matched perfectly the conventional way of doing things in the past, but be outdated with the technological capability now available. Staking our reputation on standard, generic HR programs based on a specific point in time (e.g. performance management) no longer makes sense when customized ongoing programs (individual specific) are the way of the future. We must grasp the capabilities and be leaders in redesigning how we do many things.
  • We must recognize the strengths of others. Older very experienced employees and younger employees with a “new age” skill set can complement one another in a superb way. We must learn how best to share strengths within our diverse workplace community rather than stand apart and criticize. The young should not count the days until the old people are gone, and the “mature” people should not discount the young and expect them to come around to the old way of thinking – the wisdom of the past! The reality is that the young are developing into the future leaders and we must support them and any style differences more appropriate to our changing world.
  • The success of HR in the future may depend very much on the ability of HR to attract the right talent and be able to meet staffing needs with the minimum of delay. HR can be big winners if the process (including for contingent workers) is simplified and streamlined as much as possible, possibly using central registries for most regular positions. The key to success would be HR’s contribution to effective organizational design (supported by environmental technology) to ensure that the culture of the organization will assimilate most employees, regardless of different styles, rather than seeking to hire a specific type of person. HR future success will also depend on recognizing our limitations e.g. in defining the psychological make-up of a candidate through a conventional recruiting process.

These are just a few thoughts on this very complicated subject. We have to be realistic and recognize that we can make HR better by being very honest in acknowledging evolving business and people differences/expectations and balancing them in the most appropriate way. Success of HR depends on us knowing who we are, what we are and developing a confident and holistically balanced approach in meeting the needs of the business and our internal clients. Many of the differences are already in place and a major challenge, to make HR better, is to update and adapt much of what is already in place to reflect the present as it is and move confidently into the future.

Thank you for your interest. I look forward to any thoughts and comments you may have.

Ian

 

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One Response to “How Can We Make HR Better for 2015 and Beyond?”

Trackbacks/Pingbacks

  1. Carnival of HR: Make HR Better Edition !! | Everyday People - January 14, 2015

    […] Ian Welsh (@ianclive on Twitter) looks at this year and ahead with How Can We Make HR Better for 2015 and Beyond? […]

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