OK, the word "inert" might be a bit dramatic, but here is the gist of the idea. I was talking to a very smart man recently and he said something that I know but had not thought about much.
The day-to-day life of an employee has little to do with HR.
Simple thought, I know, but so true. And perhaps quite profound. If we were to design best practices based on this little idea, what might that mean? I think it might change how we define HR, talent management, and all the other sub-set buzz words out there for HR type stuff.
The first personnel departments came from two primary places. 1) The need to work with emerging labor unions. 2) To help busy visionary leaders test and manage their theories that great workplaces were also more productive and profitable. In both cases, HR was born from a managerial function.
So what if we looked at it this way again? More like a part of management and leadership versus a separate function or purpose. Great HR is critical and makes a difference. But let's not kid ourselves that it is anywhere as influential in the overall retention and engagement of talent as the day-to-day workplace and management culture. How ought this idea impact how HR professionals spend time?