Human resources has been the subject of many articles and conversations over the years. Specifically, the need for HR to evolve and become more analytical in their approaches. While I don’t always agree with the way the argument is being presented, I’m cool with the idea that HR needs to stay on top of their game. I think it betters the profession which is good for HR pros as individuals, our organizations, and the employees we serve.
But please don’t make the mistake of thinking this conversation is only happening in HR. I ran across an article on the Marketing Profs blog titled, “Creative or Analytical? Marketers Must Now Be Both.” The same conversation is happening within the marketing profession.
My guess is that every functional area in business: marketing, accounting, technology, legal, HR, etc. is having these types of conversations. Why? Because the business world is changing. And we have to change along with it. It’s absolutely necessary for business competitiveness and survival.
It also brings up an interesting dynamic. If each functional area is being challenged to develop analytical and creative skills, should the organization allow that to happen in silos or devote resources toward helping each function enhance their skills together. I mean, why should HR and marketing work on their creative and analytical skills separately? Wouldn’t they both benefit from working on it together? And I have to think the organization would benefit as well.
[clickToTweet tweet=”The business world is changing. We need to change with it.” quote=”The business world is changing. We need to change with it.” theme=”style3″]
The next time the organization does their strategic and operational planning, this would be a good conversation to have. Where does this issue fall within a SWOT analysis? What types of activities can be created to help the function maintain relevance and value given the pace of business? Can the organization commit resources toward making this happen?
Because I’m in HR, I have a tendency to hear the HR skills conversation a bit more. It’s time for us to open the conversation to the entire organization.
Image taken by Sharlyn Lauby after speaking at the HR Change & Transformation Conference in London, England1