I've decided I'm going to write a manifesto for HR.
This is something I guess I have been trying to do for ages but have never committed my thinking to "paper" apart from a few of my thoughts on HR 2.0 (which I now realise is a pretty rubbish title).
So folks, if you were in the position to be able to help HR start over what would you suggest should be included?
Wednesday, 14 January 2009
HR manifesto - what should it say?
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7 comments:
Get to the heart of the matter and define the future of the employment contract? The future of the firm? The very concept of employee? The concept of master and servant and its relevance in today's world.
Who are we? What do we contribute?
Believing that HR has become too embedded in the legalities of the practice, I agree with Jo. The beginning needs to be centered on the now and future of the employment contract with the understanding that a contract is an agreement between two parties with something to gain on the part of each party. HR must fit into the whole, possibly as the hub!
The Resume is dead. It points out what employees have been given the opportunity to do - not necessarily what they're good at. The need now is "values-based" hiring - ensuring the corporate values coincide with personal values. Can't do that from a piece of paper. Forces parents to arm tomorrow's workforce with values and ethics instead of blame and coddling. Puts the responsibility for success on the employee. Turns a "job" into a career - short or long-term.
"The resume is dead." Interesting comment!
I agree that companies need to pay attention to the personal values and goals of the employees. During the hiring process as well as during the whole employment. If the values don't match and if the company doesn't consider the personal goals of their employees, they won't succeed at retaining them.
HR should spend more time "in the field" - meaning with the employees. I've worked with clients as a coach when HR told me the objectives, but later, when working with the employees I found out they had completely different needs.
Also when it comes to recruitment - the actual departments or divisons should always be involved as they know exactly what type of person they need for a job, while HR mostly only has a job description - a piece of paper. The recruitment or interviewing process should (also) be done by the people who will actually work with the new hire later.
HR would gain much more inside knowledge and become better at recruiting the right people or serving the existing people, if they would spend more time in the departments. I.e. if you have administrative stuff to do, and all you need is a computer and a desk - why not pick one in a different department once a week? Just sitting there for a day and hearing what's being talked about will improve the relationship with that department and give you more insight.
would not say the resume is dead, but rather it needs to transform to a more advanced technological entity. More like a blog, Facebook, Myspace, type elctronic page that is interactive for the recruiter. Explore smaples of work, business style pictures, interests, and etc.
We all get to know others rather well now elctronically, HR should demand that applicants open up their world electronically. Recruiters (HR) then also have to become more technologically savvy and be able to resource people online.
I need to start a new website called MyResume or E-Resume or somethign like that. Applicants then send recruiters their links or recruiters can browse by categories etc.
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