HR: One Devil of a Profession

"Wouldn't it be grand if the human resources department could free itself from bookkeeping and law clerking and devote itself to the business of having a life?"

These are not my words, but the words of another. Where do you think they came from? Human Resource Executive, SHRM Magazine, or HR blogs? Has to be something recent, right? It's all the rage in HR circles today. 

If you guessed an article published September 8, 1999, you are correct. 

In his article, "Angels in the workplace save him from the devils in HR," author Dale Dauten described an angel of an HR dude who dissuaded him from a career in HR. He went on to quote an HR consultant who noted that the profession 'has made a pact with the devil: the more labor legislation that gets enacted, the more pay, prestige and power HR gets.'

The more things change, the more things stay the same except, this time,  nothing has changed. It's 2010 and the devil of a conversation remains.

I have a tenuous relationship with HR but stay with the profession because there are things that I value and I enjoy. Yes, there are things that I don't and I can control them. I dislike benefits so I stay as far away from them as I can. I want to learn more about talent management, so I direct my efforts that way. Easy peasy, right?

To a certain point, yes, but I can't control everything. One thing out of my control is SHRM, the  organization that represents me as an HR professional. I've had a very arms-length "take-it-or-leave-it" attitude towards SHRM yet all this hoopla about lawsuits, transparency, and the what-not has caught my attention.

When I look at SHRM today, I see messiness, I see cat/dog fights, and I see distress. What's real, what's the other side of the story and is this blown out of proportion? I don't know. I don't know what's going in, on or at SHRM (arms-length approach, remember) but I do know what's going on with me.

When I look 10 years to the future, I see HR pros referring back to the devil of a 1999 article wondering why we still haven't changed. I see me reminiscing about the days of SHRM and seeing the questioning looks of the faces of young HR pros asking, "What is SHRM?"

SHRM, be an angel and get it together. This is not the way to change the course of a profession.

Comments

[Thaddeus Figlock, PHR]

I am SHRM. As a chapter and state council member, I am trying to create my own career, attract and support students into the field, encourage professionalism and personal development through the value of certification and to support the workforce. By being involved in a chapter and the state council, I'm starting to make my mark on SHRM.

HR is so all-encompassing, it needs definition and support. HR is important to the success of organization and needs it's practitioners to help each other. I still believe SHRM should be a crucial part of HR's future.

[Nicholas Klacsanszky]

The Human Resource profession can seem like a bureaucracy in itself. Hopefully, there is movement towards a future of working for people, and not going for the needs of SHRM. Author Andria Corso talks about a brighter future in her book From Gatekeeper to Trusted Advisor: http://www.andriacorso.com. It should be a book every HR professional should read.

[Alan Hill]

HR has the wrong customer. As long as HR's paycheck is signed by corporate, HR will continue to be the compliance lapdog of the government. After all, someone has to do it or too many toxic corporations would run roughshod over employee rights. So thanks to all the watchdogs of HR who keep ill-informed managers at bay.

What if ...

What if, HR was paid by employees?
Just saying.... imagine it for a second... like Hollywood talent agents are paid by top talent to represent them...
Imagine HR representatives... actually representing employees. Like a talent scout or talent agency... They'd have to get paid by the talent...
What would have to change?
Career management (sure)?
Value contributions (you can't sell value that isn't there)

I dunno, but it seems like HR is in a talent spot they're ignoring because they choose to focus on problems, not opportunities.

can I just say... I wish for more people like you in HR Lisa, please don't give up on HR. They need you, Employees need you and leaders need you.

[Lisa Rosendahl]

Thank you Alan - for contacting me, for mistaking me for someone else (!), and for, well, just always being so so supportive.

[Natalie Loopbaanadvies]

HR and Operations should always work hand in hand. But in our company, I see it the other way. Or if at times that they don't argue, conflicts of interest come in. What if you are the HR head and a case was filed against an operations officer who happens to be your friend, would you sign the paper?

<a href="http://hubpages.com/hub/Loopbaanadvies">Natalie Loopbaanadvies</a>