Comments on: The Future of HR – Why “Do Nothing” Is An Option http://inflexionadvisors.com/blog/2009/10/22/the-future-of-hr-why-do-nothing-is-an-option/ Changing HR one post at a time. Sat, 31 Jul 2010 22:34:28 +0000 hourly 1 By: I Hit “Reply” so you don’t have to at I Do Things So You Don’t Have To http://inflexionadvisors.com/blog/2009/10/22/the-future-of-hr-why-do-nothing-is-an-option/comment-page-1/#comment-31485 I Hit “Reply” so you don’t have to at I Do Things So You Don’t Have To Fri, 23 Apr 2010 14:22:07 +0000 http://www.inflexionadvisors.com/blog/?p=201#comment-31485 [...] To-do list came from here [...] [...] To-do list came from here [...]

]]> By: mark.stelzner http://inflexionadvisors.com/blog/2009/10/22/the-future-of-hr-why-do-nothing-is-an-option/comment-page-1/#comment-31447 mark.stelzner Sat, 17 Apr 2010 01:08:41 +0000 http://www.inflexionadvisors.com/blog/?p=201#comment-31447 I've been thinking on this topic quite a bit lately Lyn. I'm actually running a session on the "Future of HR" to the Wisconsin SHRM leadership in late summer so I do have some fresh thoughts. Thanks for the prod on dusting this post off. I’ve been thinking on this topic quite a bit lately Lyn. I’m actually running a session on the “Future of HR” to the Wisconsin SHRM leadership in late summer so I do have some fresh thoughts. Thanks for the prod on dusting this post off.

]]> By: Lyn Hoyt http://inflexionadvisors.com/blog/2009/10/22/the-future-of-hr-why-do-nothing-is-an-option/comment-page-1/#comment-31420 Lyn Hoyt Tue, 13 Apr 2010 16:15:36 +0000 http://www.inflexionadvisors.com/blog/?p=201#comment-31420 Got an email notification this post was commented on. I see above it is just a spammer. Too bad. Mark, is it time to re-visit this post just in time for HRevolution 2010? Got an email notification this post was commented on. I see above it is just a spammer. Too bad. Mark, is it time to re-visit this post just in time for HRevolution 2010?

]]> By: Is it Time to be Optimistic Yet? « TalentedApps http://inflexionadvisors.com/blog/2009/10/22/the-future-of-hr-why-do-nothing-is-an-option/comment-page-1/#comment-20600 Is it Time to be Optimistic Yet? « TalentedApps Fri, 18 Dec 2009 17:34:03 +0000 http://www.inflexionadvisors.com/blog/?p=201#comment-20600 [...] In other words, realize that there are no guarantees about what the future holds and that waiting until everything is proven is a recipe for constant disappointment and/or missing out. However, also realize that things won’t always just get better on their own either (at least not for you or in the way that you had hoped), so you need to taking conscious actions that weigh the risks and rewards. This includes the conscious decision to take no action (as described so well by Mark Stelzner.) [...] [...] In other words, realize that there are no guarantees about what the future holds and that waiting until everything is proven is a recipe for constant disappointment and/or missing out. However, also realize that things won’t always just get better on their own either (at least not for you or in the way that you had hoped), so you need to taking conscious actions that weigh the risks and rewards. This includes the conscious decision to take no action (as described so well by Mark Stelzner.) [...]

]]> By: Inflexion Point » Blog Archive » 2009 In One Word? - Vampires http://inflexionadvisors.com/blog/2009/10/22/the-future-of-hr-why-do-nothing-is-an-option/comment-page-1/#comment-19661 Inflexion Point » Blog Archive » 2009 In One Word? - Vampires Wed, 25 Nov 2009 16:25:24 +0000 http://www.inflexionadvisors.com/blog/?p=201#comment-19661 [...] A raging and vocal debate subsumed a portion of the human resources market in 2009. Was HR dead? Did HR rise and live again? Will HR walk the halls of corporate America forever, or will a wooden stake of the future finally put HR down? Or, perhaps we should just leave poor HR alone and do nothing. [...] [...] A raging and vocal debate subsumed a portion of the human resources market in 2009. Was HR dead? Did HR rise and live again? Will HR walk the halls of corporate America forever, or will a wooden stake of the future finally put HR down? Or, perhaps we should just leave poor HR alone and do nothing. [...]

]]> By: HRAce.in » Read Up! (29th Oct) http://inflexionadvisors.com/blog/2009/10/22/the-future-of-hr-why-do-nothing-is-an-option/comment-page-1/#comment-19404 HRAce.in » Read Up! (29th Oct) Wed, 18 Nov 2009 11:20:26 +0000 http://www.inflexionadvisors.com/blog/?p=201#comment-19404 [...] good, though-provoking discussion is happening at the Inflexion Point blog. The post mulls about the future of HR and whether “doing nothing” is an option for [...] [...] good, though-provoking discussion is happening at the Inflexion Point blog. The post mulls about the future of HR and whether “doing nothing” is an option for [...]

]]> By: Gurprriet Siingh http://inflexionadvisors.com/blog/2009/10/22/the-future-of-hr-why-do-nothing-is-an-option/comment-page-1/#comment-18696 Gurprriet Siingh Mon, 02 Nov 2009 07:17:11 +0000 http://www.inflexionadvisors.com/blog/?p=201#comment-18696 I think the key change that is required has to happen with both constituents: HR and Line managers The one key skill that HR folks have not yet been able to bring to the table successfully, is the ability to influence line management. For most of Employee Engagement, Talent Management has to be owned and implemented by Line. HR is at best a consultative partner. Secondly, HR folks keep taking on their KRA sheets what ideally needs to be on the KRAs of line managers. Attrition is not something that should be owned by HR. How can I guarantee the retention of someone who reports to and works with another manager? It's insane! Thirdly, I would love to see B Schools rework HR curriculum to work on these issues, as well as educate the next generation of line managers on their role in managing culture and people. HR has to learn to be assertive, facilitative, interventional and proactive. That's all that ails HR. Most line managers will say HR does do nothing! On the contrary, I would like to say the opposite. I think the key change that is required has to happen with both constituents:
HR and Line managers

The one key skill that HR folks have not yet been able to bring to the table successfully, is the ability to influence line management. For most of Employee Engagement, Talent Management has to be owned and implemented by Line. HR is at best a consultative partner.

Secondly, HR folks keep taking on their KRA sheets what ideally needs to be on the KRAs of line managers. Attrition is not something that should be owned by HR. How can I guarantee the retention of someone who reports to and works with another manager? It’s insane!

Thirdly, I would love to see B Schools rework HR curriculum to work on these issues, as well as educate the next generation of line managers on their role in managing culture and people.

HR has to learn to be assertive, facilitative, interventional and proactive. That’s all that ails HR.

Most line managers will say HR does do nothing! On the contrary, I would like to say the opposite.

]]> By: mark.stelzner http://inflexionadvisors.com/blog/2009/10/22/the-future-of-hr-why-do-nothing-is-an-option/comment-page-1/#comment-18243 mark.stelzner Tue, 27 Oct 2009 03:43:05 +0000 http://www.inflexionadvisors.com/blog/?p=201#comment-18243 @Jennifer - It's a deal Jen! Consider yourself hereby recruited to be part of a planning committee. Details to follow. @Susan - As Jennifer stated, I've head great things about your Talent Camp and can't wait to hear about your findings and conclusions. And Susan, I'd love to chat live when you get a breather. Just drop me a note to mark.stelzner@inflexionadvisors.com and we'll set it up. @Shannon - I really like this analogy and have heard it from no less than ten people in the past week. I think you (and others) are on to something. It begs the question on whether one group is "tainting" the reputational possibilities of the other. Both are necessary, but should we call them all "HR"? Which is in higher demand? How do we train HR accountants/comptrollers versus HR finance teams? Good discussion here Shannon, thank you. @Jennifer – It’s a deal Jen! Consider yourself hereby recruited to be part of a planning committee. Details to follow.

@Susan – As Jennifer stated, I’ve head great things about your Talent Camp and can’t wait to hear about your findings and conclusions. And Susan, I’d love to chat live when you get a breather. Just drop me a note to mark.stelzner@inflexionadvisors.com and we’ll set it up.

@Shannon – I really like this analogy and have heard it from no less than ten people in the past week. I think you (and others) are on to something. It begs the question on whether one group is “tainting” the reputational possibilities of the other. Both are necessary, but should we call them all “HR”? Which is in higher demand? How do we train HR accountants/comptrollers versus HR finance teams? Good discussion here Shannon, thank you.

]]> By: Shannon Russo http://inflexionadvisors.com/blog/2009/10/22/the-future-of-hr-why-do-nothing-is-an-option/comment-page-1/#comment-18135 Shannon Russo Sun, 25 Oct 2009 19:56:40 +0000 http://www.inflexionadvisors.com/blog/?p=201#comment-18135 Mark - very interesting discussion. I have a hypothosis that the HR "evolved" you are discussing and the do nothing crew are as different as finance and accounting are as functions - and therein lies the challenge for the function. I feel it stems from the very nature of success in HR (up to a certain level) that very much requires the skills that are "accounting" like - compliance mindset, transactional focus, saying "no", undue focus on rules and fitting things in the box or program; these are the very things that hold these practitioners back and almost by definition keep them away from the business and solutions mindset that they need for a seat at the table. Contrast this accounting focus versus the finance team which is always dealing with uncertainty, looking forward vs back and working on analyzing business issues. Given the divergency of perspective of these two numbers focused teams, it is no wonder HR struggles when truly to achieve ultimate success, you have to cross over from one mindset to the other mid-career, thus leaving behind all the behaviors that made you successfull up to now, for a new set that is much less easily defined. Viewed this way, it is easy to see why the group as a whole is not considered as "strategic". I'd be interested in your views? Shannon Mark –
very interesting discussion. I have a hypothosis that the HR “evolved” you are discussing and the do nothing crew are as different as finance and accounting are as functions – and therein lies the challenge for the function. I feel it stems from the very nature of success in HR (up to a certain level) that very much requires the skills that are “accounting” like – compliance mindset, transactional focus, saying “no”, undue focus on rules and fitting things in the box or program; these are the very things that hold these practitioners back and almost by definition keep them away from the business and solutions mindset that they need for a seat at the table. Contrast this accounting focus versus the finance team which is always dealing with uncertainty, looking forward vs back and working on analyzing business issues. Given the divergency of perspective of these two numbers focused teams, it is no wonder HR struggles when truly to achieve ultimate success, you have to cross over from one mindset to the other mid-career, thus leaving behind all the behaviors that made you successfull up to now, for a new set that is much less easily defined. Viewed this way, it is easy to see why the group as a whole is not considered as “strategic”. I’d be interested in your views?

Shannon

]]> By: Susan Burns http://inflexionadvisors.com/blog/2009/10/22/the-future-of-hr-why-do-nothing-is-an-option/comment-page-1/#comment-18113 Susan Burns Sat, 24 Oct 2009 22:18:42 +0000 http://www.inflexionadvisors.com/blog/?p=201#comment-18113 Mark - definitely interested in exploring your thoughts on a Future of HR Summit. This topic was our main focus for Talent Camp and there will be a number of ways to share the content and see the conversation expand further. More info coming soon and I'd be delighted to find time to chat as well. I'd love to make it to HRevolution but have a schedule conflict. Will you be at the Social Recruiting Summit? Mark – definitely interested in exploring your thoughts on a Future of HR Summit. This topic was our main focus for Talent Camp and there will be a number of ways to share the content and see the conversation expand further. More info coming soon and I’d be delighted to find time to chat as well. I’d love to make it to HRevolution but have a schedule conflict. Will you be at the Social Recruiting Summit?

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