It’s time for the oft-maligned human resources function to kick old habits and drive businesses forward. That will take HR leaders with broader skill sets.
How would you characterize your past employers’ HR departments? Chances are terms like “administrative,” “reactive,” “transactional,” or less-flattering terms come to mind.
Human resources originally evolved out of a personnel-based function rooted in administrative and compliance-driven tasks that historically haven’t been perceived as adding value to organizations in the same way that sales, marketing, or engineering do. And if you dissect old-school HR teams, you’ll find many practitioners who’ve spent most of their careers in the field; career paths have tended to be linear, rising from coordinator to manager, ultimately all the way up to the top chief human resources officer (CHRO). This career path meant the function was rarely infused with perspectives and practices from outside the field, and often led to insular ideas on what it means for an HR professional to support the business. Read more