Words matter. They shape ideas that lead to action. In the human resource (“HR”) field, ambiguous and sometimes unclear words and concepts reduce the impact of “HR”; says Dave Ulrich.
Let’s look at some examples:
What is the name of the field “HR” ? While the terms industrial relations and personnel have been left behind some time ago, many ways exist to describe the work of “HR”:
- human capital management (Deloitte),
- people operations (Google and Uber),
- talent management, people (Facebook),
- employee experience (Airbnb),
- employee success (Salesforce),
- head of people, people resource center, employee relations, team member services, culture and talent management, and so forth…
So;
What does “HR” work focus on, contribute, and deliver?
Consistent with the mixed terms defining its work, “HR” often focuses on individuals and/or organizations with some of the following terms:
Individuals: competence, people, employee, workforce, talent, labor
Organizations: capability, process, system, workplace, team, setting
What does strategic “HR” refer to?
1- The “HR” implications of the business strategy.
2- The strategic direction of the HR department.
3- Both?
Many organizations narrowly define “HR”’s role as exclusively focused on individuals: human capital, employee experience, talent manager, people operations. Other companies have tried to broaden “HR” with “people and organization,” which reflects HR’s breadth of impact. “Human capability” captures this mix.(*)
To sum up, HR is all about…"Human"
Human is the key for organizational success !
MısraDP TeamHDTS
Kommentare