We’ve been helping many organizations with HR Leadership searches over the past year and I have been pleasantly surprised at how all of our clients are using the words “strategic,” “big picture,” “value” and “progressive” when describing how these job functions align with HR and the overall business.
I can remember earlier in my career when the words to describe the HR profession and responsibilities were “hire and fire,” “police officers,” “compliance,” “personnel department”, etc. Fortunately, there has been a current shift towards words such as “counselors,” “human capital management,” “human potential,” “talent acquisition,” etc.
Some may say that these are simply the latest buzzwords or flavor of the month, but I don’t really think that’s the case. I think there has been a tremendous amount of progress in how organizations view and utilize their HR departments. Is this a coincidence? In today’s hypercompetitive environment, organizations are looking top to bottom on how to optimize their workforce and leverage their expertise to gain competitive advantages. HR is no different.
For example, we work with a lot of engineering and architecture firms. Engineers are paid to do engineering, architects are paid to do architecture, but historically, more often than not, these professionals would also handle HR responsibilities (and still do depending on the size of the organization).
The good news is that folks started making comments like ‘we don’t have expertise in this area,” or more bluntly, “we don’t know, what we don’t know.”
As with other areas of work, it’s important to recognize individual and professional strengths and it’s important to similarly recognize challenges and/or weaknesses. In other words, I as an HR professional, have no business providing any advice on how to design a road, build a bridge or create an annual campaign for a non-profit organization. I leave the experts in those fields to handle those projects.
With the shifting dynamics in the workplace, more universities around the country started providing degrees in HR Management from bachelors all the way to the PhD level. Giving professionals the educational backing to move into the workforce and provide that strategic HR counsel that companies were craving.
These are all good things. Organizations want HR expertise, academia is providing it and there are great programs that many organizations put into place for on the job training. However, there are still many smaller organizations that have individuals that are too close to a situation and still try to handle it all. I recommend that they move away from that model and hire either an HR consultant or full time HR expertise.
For example, a client of ours just recently hired their first HR Director. We worked with them on understanding what HR can do for their organization, including staff recruitment, development, continuous leadership and management coaching. They were able to let go of these HR areas and turn the reigns over to someone with the expertise to be the leader and strategic counsel in this area. We are excited to see their enthusiasm and understanding of how HR can be a catalyst in their organizational growth and success.
So I say, how do you view your HR department? If you still look at them as traffic cops, it’s time to reevaluate how you’re using your HR function and gain an understanding of the immense value of the profession to your organizational goals!