Comments on: The Future of HR http://inflexionadvisors.com/blog/2010/08/11/the-future-of-hr/ Changing HR one post at a time. Tue, 24 Apr 2012 16:05:58 +0000 hourly 1 By: Black Star http://inflexionadvisors.com/blog/2010/08/11/the-future-of-hr/comment-page-1/#comment-33916 Black Star Thu, 14 Jul 2011 00:28:25 +0000 http://inflexionadvisors.com/blog/?p=619#comment-33916 HR managers practice in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. HR managers practice in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments.

]]> By: Cataweb http://inflexionadvisors.com/blog/2010/08/11/the-future-of-hr/comment-page-1/#comment-33498 Cataweb Wed, 25 May 2011 04:51:13 +0000 http://inflexionadvisors.com/blog/?p=619#comment-33498 The role of future HR managers will be more intertwined with sales, new skill training and technological adaptiveness as the corporate world becomes more competitive and dynamic. The role of future HR managers will be more intertwined with sales, new skill training and technological adaptiveness as the corporate world becomes more competitive and dynamic.

]]> By: Amy Rib http://inflexionadvisors.com/blog/2010/08/11/the-future-of-hr/comment-page-1/#comment-33496 Amy Rib Wed, 25 May 2011 03:22:14 +0000 http://inflexionadvisors.com/blog/?p=619#comment-33496 Hi, Fantastic article! Very well written and right to the point. I am using some of this information in my own site as a reference, I hope you don't mind. Hi, Fantastic article! Very well written and right to the point. I am using some of this information in my own site as a reference, I hope you don’t mind.

]]> By: Ethane outsourcing http://inflexionadvisors.com/blog/2010/08/11/the-future-of-hr/comment-page-1/#comment-33332 Ethane outsourcing Thu, 28 Apr 2011 03:58:31 +0000 http://inflexionadvisors.com/blog/?p=619#comment-33332 Payroll outsourcing is very practical for medium-sized companies that want to streamline their operations. HR paperwork can be very burdensome for labor-intensive companies. Payroll outsourcing is very practical for medium-sized companies that want to streamline their operations. HR paperwork can be very burdensome for labor-intensive companies.

]]> By: Jamal Warner http://inflexionadvisors.com/blog/2010/08/11/the-future-of-hr/comment-page-1/#comment-33082 Jamal Warner Sun, 27 Feb 2011 22:06:33 +0000 http://inflexionadvisors.com/blog/?p=619#comment-33082 The packers hall of fame is holding a private call next week to announce something, any idea? The packers hall of fame is holding a private call next week to announce something, any idea?

]]> By: Karen Cayamanda http://inflexionadvisors.com/blog/2010/08/11/the-future-of-hr/comment-page-1/#comment-31991 Karen Cayamanda Tue, 21 Sep 2010 06:38:39 +0000 http://inflexionadvisors.com/blog/?p=619#comment-31991 Outsourcing transactional HR, as well as various administrative tasks, is actually ideal for small businesses. This is because outsourcing these tasks allows them to concentrate on their main operations. It's also good for one-time requirements or short-term projects. Outsourcing transactional HR, as well as various administrative tasks, is actually ideal for small businesses. This is because outsourcing these tasks allows them to concentrate on their main operations. It’s also good for one-time requirements or short-term projects.

]]> By: mark.stelzner http://inflexionadvisors.com/blog/2010/08/11/the-future-of-hr/comment-page-1/#comment-31841 mark.stelzner Thu, 19 Aug 2010 02:15:42 +0000 http://inflexionadvisors.com/blog/?p=619#comment-31841 Wow. Your comment really hit home, especially - "writing a class to impress myself and my most forward-looking HR friends." Nail meet head as I think that's exactly what I ended up doing Franny, and I probably did a disservice to my gracious hosts as a result. Your comment was humbling on so many levels. Thanks for that and I'll see you soon in Orlando. Wow. Your comment really hit home, especially – “writing a class to impress myself and my most forward-looking HR friends.” Nail meet head as I think that’s exactly what I ended up doing Franny, and I probably did a disservice to my gracious hosts as a result. Your comment was humbling on so many levels. Thanks for that and I’ll see you soon in Orlando.

]]> By: Grandma http://inflexionadvisors.com/blog/2010/08/11/the-future-of-hr/comment-page-1/#comment-31840 Grandma Thu, 19 Aug 2010 02:15:11 +0000 http://inflexionadvisors.com/blog/?p=619#comment-31840 I agree that much of HR's administrative work should be outsourced with one contingency: it has to cost less. 92% of companies with 5,000 or more employees insource payroll. Peter Drucker once said you should outsource everything that does not have a career path to senior management. On that premise, it means that many staff positions are meaningless - I think he is wrong here because the show "Undercover Boss" shows that there are diamonds the rough. I agree that much of HR’s administrative work should be outsourced with one contingency: it has to cost less. 92% of companies with 5,000 or more employees insource payroll. Peter Drucker once said you should outsource everything that does not have a career path to senior management. On that premise, it means that many staff positions are meaningless – I think he is wrong here because the show “Undercover Boss” shows that there are diamonds the rough.

]]> By: Frannyo http://inflexionadvisors.com/blog/2010/08/11/the-future-of-hr/comment-page-1/#comment-31839 Frannyo Wed, 18 Aug 2010 22:40:17 +0000 http://inflexionadvisors.com/blog/?p=619#comment-31839 Mark, Your points were valid, and the only thing I'm left with is how hard it must be for many HR pros (and just flat humans) to hear that the way they've been doing things is no longer valid. I'm doing a class at HR Florida. It's called, "Hack Your Work." I was going to go deep into all the interesting, risky, strategic, forward-thinking things you mention, in practical detail, for running HR in small companies. Then I did a survey of the participants, and I had to really rethink my agenda. My participants want to talk about getting enough time to finish their filing, and getting out of their front-desk backup responsibilities. These are people who, in the main, are responsible for HR, payroll, and some other job for companies of 100-250 employees. I realized that I was definitely NOT meeting them where they are, but writing a class to impress myself and my most forward-thinking HR friends. My curriculum wouldn't have taught, it would have, at best, challenged. More like make some of the participants turn off completely and just feel bad about themselves and their contribution, when in fact it's not just their problem - the company leadership has helped create that admin/tactical HR role, most likely for lots of different historical, subconscious, and perfectly conscious reasons. I am dialing it down, considerably. Everyone will get a lot of value, but everyone will be respected as well, for the job they do in their current situation. I think that only by showing respect for people and acknowledging that they're a part of a larger ecosystem that keeps this "non-strategic HR" in place, can you affect true change. Mark,

Your points were valid, and the only thing I’m left with is how hard it must be for many HR pros (and just flat humans) to hear that the way they’ve been doing things is no longer valid.

I’m doing a class at HR Florida. It’s called, “Hack Your Work.” I was going to go deep into all the interesting, risky, strategic, forward-thinking things you mention, in practical detail, for running HR in small companies. Then I did a survey of the participants, and I had to really rethink my agenda. My participants want to talk about getting enough time to finish their filing, and getting out of their front-desk backup responsibilities. These are people who, in the main, are responsible for HR, payroll, and some other job for companies of 100-250 employees.

I realized that I was definitely NOT meeting them where they are, but writing a class to impress myself and my most forward-thinking HR friends. My curriculum wouldn’t have taught, it would have, at best, challenged. More like make some of the participants turn off completely and just feel bad about themselves and their contribution, when in fact it’s not just their problem – the company leadership has helped create that admin/tactical HR role, most likely for lots of different historical, subconscious, and perfectly conscious reasons.

I am dialing it down, considerably. Everyone will get a lot of value, but everyone will be respected as well, for the job they do in their current situation. I think that only by showing respect for people and acknowledging that they’re a part of a larger ecosystem that keeps this “non-strategic HR” in place, can you affect true change.

]]> By: mark.stelzner http://inflexionadvisors.com/blog/2010/08/11/the-future-of-hr/comment-page-1/#comment-31837 mark.stelzner Tue, 17 Aug 2010 01:29:37 +0000 http://inflexionadvisors.com/blog/?p=619#comment-31837 Thanks for the very thoughtful reply Joe. A few comments: - I don't think I know any more about the future of HR than the next person. That's why I think this discussion is so important. - I tend to disagree with you on what you can learn from profit. If dissected properly, you can actually predict 2011 with some level of accuracy and assess sources of profit across the categories you've defined. However, I agree 1000% with your point about... - Context. Content is absolutely useless without context and I do agree that we often look at the cold hard numbers without the benefit of contextual relevance. - I think a happy medium between "their language" and ours is directionally correct. But without a clear understanding of where "they" are coming from we are move likely to miss than hit. Yes, I'm advocating for HR to hit...hard! :) Great thoughts as usual sir. Thanks for the very thoughtful reply Joe. A few comments:

- I don’t think I know any more about the future of HR than the next person. That’s why I think this discussion is so important.
- I tend to disagree with you on what you can learn from profit. If dissected properly, you can actually predict 2011 with some level of accuracy and assess sources of profit across the categories you’ve defined. However, I agree 1000% with your point about…
- Context. Content is absolutely useless without context and I do agree that we often look at the cold hard numbers without the benefit of contextual relevance.
- I think a happy medium between “their language” and ours is directionally correct. But without a clear understanding of where “they” are coming from we are move likely to miss than hit. Yes, I’m advocating for HR to hit…hard! :)

Great thoughts as usual sir.

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