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I saw a comment the opposite day that I haven’t been in a position to stop occupied with. It said that human resources is not any longer about managing people. It’s about leading a dynamic system that integrates talent, technology, artificial intelligence, and data. I don’t learn about anyone else, but that’s not an HR shift to me. Human resources has all the time been about aligning talent, technology, and data.
I do know this might sound like venting … and perhaps it’s. But I do wonder if considered one of the explanations HR professionals often feel like they’re getting the brunt of negative talk is due to statements like this. Ones that don’t hold the remaining of the organization accountable.
Yes, HR manages people. Of their department. The accounting department must be managing their employees, and the sales department must be managing their employees. You get the purpose. HR is just not solely liable for managing the complete workforce.
And yes, HR plays a task in aligning talent. We’re a component of workforce planning, recruiting, training, and performance management. So are the operational managers. HR doesn’t recruit the workforce in a vacuum. They don’t train in silos. They usually’re in a roundabout way liable for the performance management of the complete workforce. In truth, along with HR and department managers, employees play a task in the worker experience life cycle.
Today’s organizations depend on technology to operate. Technology is always evolving, and latest technologies are being introduced on a regular basis. Considered one of those latest technologies is artificial intelligence (AI). AI is by definition a technology. Organizations should include AI of their technology strategy. Personally, I can be concerned if the organization doesn’t recognize AI as a part of their technology strategy because separating the 2 may not yield the most effective desired result.
Lastly, data is part of every part we do within the business world. We use it in every department to trace progress, make decisions, and evaluate results. Granted, what gets tracked might vary by department and performance, but it’s all data. We want to know what data to gather, the right way to analyze it, and the right way to present it to others.
So, what I’m saying is that HR is about leading a dynamic system that integrates talent, technology, and data. It’s true. Nevertheless it’s also true of each other manager within the organization – accounting, sales, operations, etc.. And albeit that’s nothing latest. I’ve been in HR for a very long time and that’s all the time been true.
What might be latest is that organizations need to begin holding people accountable for actually doing this stuff. And business leaders have to hold themselves accountable for doing this stuff. In all fairness, perhaps that’s what the unique comment was intended to say. Business leaders must be held accountable for managing a dynamic system that integrates talent, technology, and data. Now that is sensible to me.
- Hire the proper people. (TALENT)
- Give them the proper tools. (TECHNOLOGY)
- Coach them for top performance. (DATA)
The business world is changing on a regular basis. But there are some elements that remain the identical. We must be accountable for delivering those results.
Image captured by Sharlyn Lauby while exploring the streets of Recent Delhi, India
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