It doesn’t have to be the end quite yet.
HR is in the ER, and there’s a screaming sense of urgency to lead the discipline toward a real top-to-bottom transformation. But will change really happen this time?
HR gurus have been predicting the disruption of this field for the past two decades. In the meantime, trust in HR practitioners has diminished to an all-time low and key skill sets have remained underdeveloped or underutilized for many of our HR professionals. Businesses are also outsourcing functional areas of HR, and movements like #MeToo and #TimesUp have sparked conversation about third parties, rather than internal HR teams, leading investigations, which is a necessary move.
So then, why am I pushing for a rebuild of HR rather than for the sounding of its death knell? Because ad agencies that tout culture without an insightful talent strategy will get nowhere. Because we’re losing talent. Because our industry cannot run if the talent group isn’t thriving in the creative environments we’ve fostered. Because what we’re seeing more and more is that too many times HR is not showing up in the way that talent and organizations need it to show up.
But when HR functions at the highest order, a business reaps proven benefits, including higher retention, increased profits, transparency, more trust in leadership and improved work.
Here’s how we get there.
What HR leaders can do
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