To identify the five historical perceptions that are held about the HR profession
To describe the key research evidence that rebuts each historical perception of HR
To apply tools that demonstrate the value that HR provides to organizations
Before HR can be successful in adding more value and driving business results today and, it must first confront its past. We all know that HR has been constrained by past perceptions, and so let’s address them directly, one by one, to determine if they are true and warranted. If we don’t do this, these beliefs and biases become even more engrained in corporate memory. The good news is that we have almost twenty years of research and thought leadership to consider.
The first step is to move beyond general perceptions of HR’s value and get more specific. Five historical perceptions have been identified in Fearless HR. They are:
HR Does Not Add Value to the Business
HR is Siloed and Too Inwardly Focused
HR is a Weak Discipline with Poor Tools
HR Measures are Too Soft and Subjective
HR is a Stodgy, Dead-end Career
Do these sound familiar? Let’s examine each one—although there is an interaction among many of these perceptions—in terms of evidence and see where the data lead us. Watch this second webcast in the Fearless HR series to hear Dave discuss how HR can move forward to seize the opportunities we now have.