Learn how HR has evolved as a function as organizations themselves have changed.
- Let's take a quick look at the history of HR's evolution over the past few decades. Now, HR stands for human resource, and I think that says a lot about what HR is. HR has always been responsible making sure that human capital, that people, are available to be able to do the work that the organization needs to get done. So people were treated like a resource, like steel or firewood or any other resource that's available. And so HR has always been about very transactional processes.
Let's make sure we hire, train, and retain people. Now the dirty little secret about all of this is that HR was also responsible for risk mitigation, to make sure that things don't go wrong. So when they bring those resources in, they don't say things they shouldn't do, they don't take actions that could get the company in trouble. But now, today, HR has a very different role. Because people have so many choices, they can go work anywhere they want, HR now is responsible having a relationship with employees.
Now this is the real reason why many people get into HR. We like being around people. We like working with people and developing them. But that dirty little secret, again, is that that's not what most the time HR does. So I think in many ways, what the digital revolution is saying to us is that in this time and place, when employees have so many choices and places to go, where will they choose to work? They're going to choose to work at places where employers are focused on that relationship and want to develop them.
And how are relationships developed? Through everyday communications, through these touch points, and in a world where digital dominates our lives, we have to get better at developing and deepening relationships through digital. That's the key reason why HR needs to go through a digital transformation. And the importance of that is all the more important because of this war for talent, this demand that employees have for a different type of relationship with their organizations.
- Recognize why today’s employees choose to work for an organization.
- Recall the importance of separating feedback from compensation decisions.
- Explain how HR should view the process of digital transformation.
- Identify how beliefs are translated into everyday actions.
- Name the lifeblood of HR.