I ran across an INC article titled “What Does the Future of Human Resources Look Like?” I thought it was an interesting read, in particular the last paragraph where the author talks about job title changes. Their takeaway is that moving from job titles like chief human resources officer to chief experience officer signal a change in the profession.
I’m not sure that I agree with that. The candidate experience and employee experience have always been a part of HR. Maybe we didn’t call it the same thing. Or give it the same priority. But it’s been there.
I do believe though, articles like the INC one should prompt HR departments to have dedicated, intentional conversations about their function. Not simply what policies and programs do we want to implement in the year ahead, but where do we see ourselves going and is our work supporting it. To offer some perspective, here are a few of the most popular posts from HR Bartender that relate to the human resources function.
HR is Moving from People Science to Data Science
HR has always been about people. But today, HR is moving from people science to data science – about people. It’s an important shift for business and HR.
Human Resources Adding Value to the Company
The value in human resources is in guiding and enabling employees and their managers. The challenge is doing it an ever-changing business environment.
HR’s Role in Helping Organizations Accept Feedback
A feedback culture helps organizations and individuals do their best work. But the input needs quality and consistency. HR impacts feedback in five key ways.
The Right Way to Maintain Employee Files
There will always be a compliance side to HR. Employee files contain critical and sensitive information. For that reason, they need to be maintained properly.
4 Ways to Measure the Success of Your HR Programs
There is only one sure way to know if your HR programs are a success – measure the results. There may be many was to do that. Here is a proven method.
The 3 Key Metrics in HR Predictive Analytics
An increasing number of HR departments are designing analytical roles. Knowing these three-key metrics in HR predictive analytics may be useful.
If human resources departments want to evolve, they need to look at their own individual competencies. We talk a lot about department mangers making an investment in people. HR departments need to invest in themselves. Here are a few places to start:
7 Types of Power in the Workplace
There are 7 types of power in the workplace. We all have power. Learn the types of power to effectively use them in the workplace.
HR Competencies: Turning Knowledge into Action
We know the importance of competencies in our careers. SHRM does too. They’ve published a free ebook on how to bring the SHRM Competency Model to life.
The Only 3 Reasons to Hold a Business Meeting
One of the best skills professionals can develop is the ability to run a good business meeting. There are only three reasons to hold a business meeting.
SHRM Certification: Why Should HR Pros Pay Attention
The SHRM Certification is based on the competency model for human resources pros. Alex Alonso from SHRM explains the value of SHRM Certification.
I’ve said it before and I’ll say it again. It’s an exciting time to be in human resources. We have a tremendous opportunity to bring real and positive workplace change. It won’t be easy, but it starts with having a clear vision of our role in the organization. Then developing strategies to support it.
Image captured by Sharlyn Lauby while exploring the Neon Graveyard in Las Vegas, NV25
Parker Davis says
Here we go again! Changing titles = the technique incompetent human resources people use to deflect their inability to perform. Rather than fix the problems, change the title of the job. THATS the problem – the title was wrong. As since I have screwed up, that screw up will go away with the new title.
Having worked with a lot of companies, large and small, the human resources people need to realize that the constant glitzy title changes are the source of not only amusement, but contagious laughter among most senior managers. Rather than building greater credibility in the function and the title, let’s run away from it and call it sometime else. Human resources has been playing this game so long that many corporations have just lost any respect for the function. Chief “experience” officer???? I had to spend quite a while belly laughing over that one. Get real HR folks, do the job, do it well, build respect and competence in your title and function. Don’t create so much stink you have to run away from it.
HR Business Partner says
Thanks for the laugh, Parker. Let’s get real – it’s probably the business that is leveraging HR for the glitzy title and we’ve backed them off to something a little less laughable.
Parker Davis says
Sorry, you are incorrect. I have spent far too much time consulting/talking with HR folks to find so very many consumed with “new” titles. I know of at least five who are now “VP of Human Capital”. You really think ” talent acquisition specialist” isn’t a bit laughable? (Unless you work for American Idol) How about HR Business Partner? So much in vogue today. Isn’t every manager a “business partner”? It is a ridiculous title, as if saying it made it so. Did you every hear of an accounting or quality or engineering or marketing “business partner”. Most functions have had the same title for 50 years. Other functions change the method of operation, not the title. You don’t have to wonder why most senior managers are really questionning what HR does and what is their value. HR responds by not adapting/changing their methods, but by becoming a moving title target. Just one more comment. Have found too many HR executives worrying about lobbying and politicking for the “seat at the table” rather than doing a better job/better way at the basics.