Comments on: HR Where Art Thou? http://www.opposableplanets.com/insight/2009/02/hr-where-art-though/ Social Tools Follow Social Rules Sat, 21 Jan 2012 16:16:52 +0000 hourly 1 http://wordpress.org/?v=3.0 By: aprilhallibuton http://www.opposableplanets.com/insight/2009/02/hr-where-art-though/comment-page-1/#comment-545 aprilhallibuton Tue, 15 Dec 2009 18:12:31 +0000 http://www.opposableplanets.com/?p=373#comment-545 I agree also, the questions raised are phenomenal! As an owner of a Human Resource Company, you have hit the nail on the head my friend. HR absolutely is and should be a strategic tool in organizations, as it has a grasp on something that is essential to company success - human capital. It is necessary for HR Professionals/Departments to show organizations the way to invest, create, develop individuals in organizations to be willing and headstrong in its growth. It is up to the HR Professionals to tap into areas that are unknown to executives and utilize them to train, support policy, develop leaders, and manage talent. I, as you, encourage HR Professionals to be Change Agents and not only be HR Professionals but strategists in the quest to lead their organizations. I agree also, the questions raised are phenomenal! As an owner of a Human Resource Company, you have hit the nail on the head my friend. HR absolutely is and should be a strategic tool in organizations, as it has a grasp on something that is essential to company success – human capital. It is necessary for HR Professionals/Departments to show organizations the way to invest, create, develop individuals in organizations to be willing and headstrong in its growth. It is up to the HR Professionals to tap into areas that are unknown to executives and utilize them to train, support policy, develop leaders, and manage talent. I, as you, encourage HR Professionals to be Change Agents and not only be HR Professionals but strategists in the quest to lead their organizations.

]]> By: aprilhallibuton http://www.opposableplanets.com/insight/2009/02/hr-where-art-though/comment-page-1/#comment-515 aprilhallibuton Tue, 15 Dec 2009 10:12:31 +0000 http://www.opposableplanets.com/?p=373#comment-515 I agree also, the questions raised are phenomenal! As an owner of a Human Resource Company, you have hit the nail on the head my friend. HR absolutely is and should be a strategic tool in organizations, as it has a grasp on something that is essential to company success - human capital. It is necessary for HR Professionals/Departments to show organizations the way to invest, create, develop individuals in organizations to be willing and headstrong in its growth. It is up to the HR Professionals to tap into areas that are unknown to executives and utilize them to train, support policy, develop leaders, and manage talent. I, as you, encourage HR Professionals to be Change Agents and not only be HR Professionals but strategists in the quest to lead their organizations. I agree also, the questions raised are phenomenal! As an owner of a Human Resource Company, you have hit the nail on the head my friend. HR absolutely is and should be a strategic tool in organizations, as it has a grasp on something that is essential to company success – human capital. It is necessary for HR Professionals/Departments to show organizations the way to invest, create, develop individuals in organizations to be willing and headstrong in its growth. It is up to the HR Professionals to tap into areas that are unknown to executives and utilize them to train, support policy, develop leaders, and manage talent. I, as you, encourage HR Professionals to be Change Agents and not only be HR Professionals but strategists in the quest to lead their organizations.

]]> By: Joshua-Michéle http://www.opposableplanets.com/insight/2009/02/hr-where-art-though/comment-page-1/#comment-75 Joshua-Michéle Mon, 23 Feb 2009 23:56:28 +0000 http://www.opposableplanets.com/?p=373#comment-75 @Hastings - Good suggestion. I am going to do that and will report back @Chuck- Thanks for the comment - and what sounds like the good work. I may be contacting you back channel to find out more about the work you are doing (I am always looking for success stories). You raise a good point about ROI. I would love to hear how you are seeing that question getting answered within HR groups specifically and/or how HR can be empowered to help brief executive leadership. Part of my issue is that I think HR should be taking a strategic seat at the table instead of watching other departments struggle with implementations that often fail due to a lack of shared understanding, poor communication, anachronistic policy or leadership. @Hastings –
Good suggestion. I am going to do that and will report back
@Chuck-
Thanks for the comment – and what sounds like the good work. I may be contacting you back channel to find out more about the work you are doing (I am always looking for success stories). You raise a good point about ROI. I would love to hear how you are seeing that question getting answered within HR groups specifically and/or how HR can be empowered to help brief executive leadership. Part of my issue is that I think HR should be taking a strategic seat at the table instead of watching other departments struggle with implementations that often fail due to a lack of shared understanding, poor communication, anachronistic policy or leadership.

]]> By: Chuck Gillespie http://www.opposableplanets.com/insight/2009/02/hr-where-art-though/comment-page-1/#comment-73 Chuck Gillespie Mon, 23 Feb 2009 16:36:54 +0000 http://www.opposableplanets.com/?p=373#comment-73 I am a former Head of HR for two multi-million dollar organizations, and I am a believer that the use of social networking tools are necessary and will become the only way to function internally. In fact, I believe this to be the case so much that I have gone to work for a company that provides such a product. HR is a critical leader to making the use of Web 2.0 internal collaboration a reality, and will likely understand the power, but most HR Directors will push it only if it can be based on ROI and "generational necessity." Why, because they must get buy-in from the executive team. HR will become the cheerleader for it, but until the whole executive team realizes the ROI and importance, HR has little chance to implement. We are talking about offering something that is different and, in a lot of ways, misunderstood. Remember that the top end of Generation X started their careers without computers, cell phones, email, Internet. Gen X is just starting to become top level decision makers in most organizations, so there is a lot of education that still needs to happen. We, as members of the Web 2.0 push, need as much data and ROI information possible. Please continue to provide information that can help "sell" it to organizations. It will take time, but the early adopters will push it forward and in the next 3-5 years, we will wonder how we lived without it. Keep up the conversations and push all business leaders. Chuck Gillespie Dealerflow Corporation chuck@dealerflow.com I am a former Head of HR for two multi-million dollar organizations, and I am a believer that the use of social networking tools are necessary and will become the only way to function internally. In fact, I believe this to be the case so much that I have gone to work for a company that provides such a product.

HR is a critical leader to making the use of Web 2.0 internal collaboration a reality, and will likely understand the power, but most HR Directors will push it only if it can be based on ROI and “generational necessity.” Why, because they must get buy-in from the executive team. HR will become the cheerleader for it, but until the whole executive team realizes the ROI and importance, HR has little chance to implement.

We are talking about offering something that is different and, in a lot of ways, misunderstood. Remember that the top end of Generation X started their careers without computers, cell phones, email, Internet. Gen X is just starting to become top level decision makers in most organizations, so there is a lot of education that still needs to happen. We, as members of the Web 2.0 push, need as much data and ROI information possible. Please continue to provide information that can help “sell” it to organizations.

It will take time, but the early adopters will push it forward and in the next 3-5 years, we will wonder how we lived without it. Keep up the conversations and push all business leaders.

Chuck Gillespie
Dealerflow Corporation
chuck@dealerflow.com

]]> By: Hastings Hart http://www.opposableplanets.com/insight/2009/02/hr-where-art-though/comment-page-1/#comment-72 Hastings Hart Mon, 23 Feb 2009 05:11:11 +0000 http://www.opposableplanets.com/?p=373#comment-72 The questions you raise are so important -- and so baffling -- that I want to see them put directly to HR directors. Rather than wait for them to read this post and respond, you should use your position as an industry thought leader to raise a little ruckus. I encourage you to contact HR directors at major companies and ask them directly some of the questions you raise here. Argue with them. Reason with them. Challenge them. Provoke them. Shame them. And also encourage them to do what's right. Then report back and tell us what they say. The questions you raise are so important — and so baffling — that I want to see them put directly to HR directors. Rather than wait for them to read this post and respond, you should use your position as an industry thought leader to raise a little ruckus. I encourage you to contact HR directors at major companies and ask them directly some of the questions you raise here. Argue with them. Reason with them. Challenge them. Provoke them. Shame them. And also encourage them to do what’s right. Then report back and tell us what they say.

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