Old Myth # 1 People go into HR because they like people.
New Realities
HR departments are not designed to provide corporate therapy or as social or health-and happiness retreats. HR professionals must create the practices that make employees more competitive, not more comfortable.
Old Myths # 2 Anyone can do HR.
New Realities
HR activities are based on research. HR professionals must master both theory and practices.
Old Myths # 3 HR deals with soft side of the company and is therefore not accountable.
New Realities
The impact of HR practices on business results can and must be measured. HR professionals must learn how to translate their work into financial performance.
Old Myths # 4 HR focuses on costs which must be controlled.
New Realities
HR practices must create value by increasing intellectual capital within the firm. HR professionals must add value not reduce costs.
Old Myths # 5 HR’s job is to be policy police and the health-and happiness patrol.
New Realities
The HR function does not own compliance—managers do. HR practices do not exist to make employees happy but to help them committed. HR professionals must help managers commit and administer policies.
Old Myths # 6 HR is full of fads.
New Realities
HR practices have evolved over time. HR professionals must see their current work as part of an evolutionary chain and explain their work with less jargon and more authority.
Old Myths # 7 HR is staff by nice people.
New Realities
At times, HR practices should force vigorous debates. HR professionals should be confrontative and challenging as well as supportive.
Old Myths # 8 HR is HR’s job.
New Realities
HR work is as important to line mangers as are finance, strategy, other business domains. HR professionals should join with managers in championing HR issues.
Source: Dave Ulrich, Human Resource Champions: The next agenda for adding value and delivering results, Harvard Business School Press, Boston, Massachusetts, 1997
สมัครสมาชิก:
ส่งความคิดเห็น (Atom)
ไม่มีความคิดเห็น:
แสดงความคิดเห็น