These [predictions] included this video blog suggesting that HR needs more ambition (a point that I still strongly support) and a podcast suggesting that this would be the year that things would start to change (towards a more people centred approach). Note that I did only suggest ‘start to’ – I didn’t expect to see much progress, but I don’t think I’ve even seen a start, to be frank. In general, I’d give my predictions about a 3 out of 10.
Like Jon, I'd love to see a change towards a more networked and people centred approach. My sense though is that this shift isn't happening as fast as some might wish for for several reasons.
Is it easier to measure and manage tasks and things rather than people. As its easier to manage these things, they combine to create a culture of managing the tangible over the intangible. Today, this is the dominant 'management paradigm' and my sense is that to really succeed, anything needs to either build on this, or distrupt it and building is easier than disrupting.
Looking at business historically, nothing in the history of HR has hit the 5 criteria for transformation. Talent Management might feature, but I'm not convinced. Equally, Social Media may well enable more people-centric organisations, but if it does, HR is highly unlikely to get the credit, or that Social Media will be seen as a HR led initiative in any case.
Don't forget, some people even take the view that training doesn't work and we've had two government sponsored initiatives in recent years, Accounting for People and the MacLeod Review on Engagement.
As above, until there is a scalable HR driven activity that solves (currently unsolved) problems, adds economic value and demonstrates a unique contribution, not much is going to change.
This entry was posted in Culture, Intangibles, Leadership, Relationships, Strategy and tagged HR, Jon Ingham, MacLeod Review, predictions, scalability, Social Media, the MacLeod Review, transformation, unique. Bookmark the permalink.
5 Responses to "Reviewing Predictions for HR"
Thanks Bruce. I agree these are some of the reasons things haven’t changed. I’m not sure HR needs more activities though. I’d suggest existing activities with a new mindset could achieve a lot. Best wishes, Jon.
Existing activities won’t work in my opinion, they’ve been around for long enough to show this (Talent, Ulrich, Competencies, 360 etc, possibly metrics too). Social Media might be a white knight, but I can’t see HR getting any credit for it unfortunately.