Status Updates From The Rise of HR: Wisdom from...

Amazon “Pay-to-Quit” approach is brilliant!

The #LikeAGirl campaign is probably my favorite campaign of all time. Really happy to came across it here

“In 2008, HP conducted an internal study to learn why women weren’t applying for senior leadership jobs. It seems to be pretty cut-and-dried case of male vs female personalities at work. Me apply for job when meet 60% of the stated job qualifications. Women apply only if they can show they meet 100%”

“It takes 20 years to make an overnight success.”

“An employee’s capacity to adapt to increasingly circumstances is a better predictor of success at work than mere assessment of their leadership skills or competencies.”

“Think of HR as an orchestra conductor, bringing together a highly diverse set of people and capabilities to harmonize answers to these complex organizational issues.”

“The question we might ask ourselves as HR leaders is, (can we reasonably expect employees and potential employees to be satisfied wit the same one-size-fits-all HR practices and other elements of the employment value proposition, when they are increasingly becoming beneficiaries of segmentation and mass customization as consumers).” — wow.

“from a technology standpoint, the internet is often credited with creating 2.6 jobs for every job it has destroyed.”

“There is more technology is smartphones than in the computers used in Apollo 11 moon landing.” — that’s impressive. It’s not the technology though, it’s how we utilize it. What’s the point of have the state of art technologies without putting it into effect?

“If work today is 50% integrated with life, it will become 95% integrated within 5 years” — kinda scary.

“We will need both the dots and the dots connecters.” — LOVE LOVE this expression.

“I’m no longer hiring anyone into HR who does not have at least working set of expertise in statistics.” There you go. HR is data driven whether you choose to believe it or not, especially in these rapid times we live in. Yes we deal with people but how do we do that? What is our basis? Data, numbers and figures.

“Today, the barriers between work and life have gone away. More than 2/3 of our research respondents tell us they are (overwhelmed by work)” I’ve been discussing and somehow overthinking the concept of work-life balance. I’m arriving at the realization that no such thing exists. We are human being at the end, and life isn’t stable.

The evolution of HR work in waves (figure 1) is what I have been seeing in HR lately. The shift to wave 3 (HR Strategy) and wave 4 (HR outside in) is what organizations are seeking these days. It is a must as I don’t see HR delivering results when only being focused on administrations and practices like compensation and sourcing. (Wave 4 is completely new to me! I might have heard of its concept but not the title)