Comments on: HR’s Moment of Truth

By: hr bartender

hr bartender — Sun, 14 Feb 2010 21:15:42 +0000

I totally agree. In fact, many HR bloggers have written posts over the past few months talking about human resources competencies. The best compilation I’ve seen is over at Matthew Stollak’s blog, True Faith HR. He put the list together as required reading for his students. Here’s a link:

http://truefaithhr.blogspot.com/2010/01/way-of-life.html

Lots of thought provoking reading about what it takes to be in HR.

By: Michael

Michael — Sun, 14 Feb 2010 20:25:54 +0000

I too believe that education and professional development are cornerstones for developing leadership skills in management. Other cornerstones/skills HR needs to demonstrate: sufficient business acumen such that HR “suggests” business-related initiatives; change management and leadership skills; assisting the business in aligning product projects, financial and people measures of success; ensuring organizational goals/alignment/efficiencies within and between organizations so that work gets accomplished within and organization and products flow between organizations to the marketplace.

I am sure that your readers have their “favorite ideas” as well – let’s see.

By: hr bartender

hr bartender — Sun, 14 Feb 2010 16:08:38 +0000

Thanks for the comment Michael. I’ve been saying all along that HR needs to quit talking about “getting a seat at the table” and “being a business partner.” If HR does their job and helps the organization achieve their business goals, they’ll have that seat…no questions asked.

The statistics today on employee disengagement point to a failing in leadership. HR pros need to become advocates for education and professional development. I can’t help but think if people didn’t view HR as a referee or the complaint department; it would go a long way toward helping HR spend their time developing managers and leaders.

By: Michael

Michael — Sat, 13 Feb 2010 02:35:30 +0000

I would have to agree with Dave’s comments on this. I get so tired of “we (HR) need a seat at the executive table” or “we (HR) are business partners”. Most effective HR folks I know earned the seat at the table by understanding the business and the financials the company is in. These same folks also “naturally” became business partners to the business because of thier understanding of both in the company. HR’s “moments of truth” come every day by the way you handle YOUR part of the business to make the company and employees successful.

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