Interesting to read the history and shows that over a long period of time, people and societal structures are still the same, even if the names and titles are different.
Yes, it’s clear change is needed, but does HR as a whole genuinely want change?
Like, would it benefit HR to empower staff to be more successful at work?
For optics, undoubtedly, but does HR see change as beneficial for them?
I personally think it is, because staff who feel valued work harder, take less leave, etc but I wonder if HR in general see it this way.
Also, does HR have the actual power/authority to make a change or does that fall into the hands of executive management?
This is the thing, isn’t it? I know that a lot of people within my network are hungry for change. But, like you said, do they have the authority to? I’m fortunate enough to have it at my current organization, but I think it’s company-dependent.
I’ve been working on a Substack series about a complete overhaul of the field. I’ve been hesitant to publish it here because it’s just all theoretical, but maybe one day!
"But how do you lead systemic change from inside a system that was never built for what we were being asked to do?" I feel like this is a microcosm of so many conversations being had in today's culture. Do you think the solution is to rebuild these systems from inside HR teams, or push for new systems/teams entirely?
Honestly, it's a bit of column A and column B. If there are people working within the systems willing to burn it down and build something different, then that's ideal. Because they are the ones who truly understand how messed up things are.
This is alright but it reads as if HR is trying to portray itself as a martyr and nothing could be further from the truth. Outside entities didn't hire unqualified people for jobs in HR, HR did that all on their own. CEO's and corporate boards need to recognized HR is broken and force HR to change. That starts with ousting CHRO's and VPs of HR who won't acknowledge that HR is broken and are unwilling to change. Then CEO's need to tell the CHRO's and HR leaders that all entry level HR position need to be filled with those who have HR degree before expanding their search. Then CEO's also need to mandate that HR departments address their discrimination problem and make no mistake HR most certainly does discriminate, specifically based on sex but also on color. They need to force HR to start hiring the most qualified applicants and not their friends and people who have no knowledge or experience in HR.
Will HR change? Only if CEO's and corporate boards force HR to change because HR has been hijacked by incompetent people and HR isn't going to fire itself.
Interesting to read the history and shows that over a long period of time, people and societal structures are still the same, even if the names and titles are different.
Yes, it’s clear change is needed, but does HR as a whole genuinely want change?
Like, would it benefit HR to empower staff to be more successful at work?
For optics, undoubtedly, but does HR see change as beneficial for them?
I personally think it is, because staff who feel valued work harder, take less leave, etc but I wonder if HR in general see it this way.
Also, does HR have the actual power/authority to make a change or does that fall into the hands of executive management?
This is the thing, isn’t it? I know that a lot of people within my network are hungry for change. But, like you said, do they have the authority to? I’m fortunate enough to have it at my current organization, but I think it’s company-dependent.
I’ve been working on a Substack series about a complete overhaul of the field. I’ve been hesitant to publish it here because it’s just all theoretical, but maybe one day!
Publish it!
It might be theoretical right now, but it could be packed with wisdom in it too!
"But how do you lead systemic change from inside a system that was never built for what we were being asked to do?" I feel like this is a microcosm of so many conversations being had in today's culture. Do you think the solution is to rebuild these systems from inside HR teams, or push for new systems/teams entirely?
Honestly, it's a bit of column A and column B. If there are people working within the systems willing to burn it down and build something different, then that's ideal. Because they are the ones who truly understand how messed up things are.
This is alright but it reads as if HR is trying to portray itself as a martyr and nothing could be further from the truth. Outside entities didn't hire unqualified people for jobs in HR, HR did that all on their own. CEO's and corporate boards need to recognized HR is broken and force HR to change. That starts with ousting CHRO's and VPs of HR who won't acknowledge that HR is broken and are unwilling to change. Then CEO's need to tell the CHRO's and HR leaders that all entry level HR position need to be filled with those who have HR degree before expanding their search. Then CEO's also need to mandate that HR departments address their discrimination problem and make no mistake HR most certainly does discriminate, specifically based on sex but also on color. They need to force HR to start hiring the most qualified applicants and not their friends and people who have no knowledge or experience in HR.
Will HR change? Only if CEO's and corporate boards force HR to change because HR has been hijacked by incompetent people and HR isn't going to fire itself.
But the question is, is it in HR’s interest to change?