7 Maxims That Need Immediate Change in HR/What HR needs to change about itself

1. Change out the inept and dangerous HR leaders who believe they “know” and are the experts in HR but are the very ones holding HR back

These are often traditional generalists pretending to be

progressive or pretending to be OD practitioners. Often they feel their credibility comes from claiming they have been around for a long time. Traditional HR should report up to the Head of OD.

2. Re-engineer the HRBP role so that it is not a glorified generalist around to do the undesirable work for line leaders, be a sounding board for gossip or be a cheerleader

This is not what a real business partner is. The business partners should be just that, advisors on the business particularly when it comes to org effectiveness, real org design, productivity, engagement and performance. Someone with real business acumen.

3. Upgrade overall talent in HR

Recruit business majors and engineers into HR. I have heard on far too many occasions HR practitioners state they got into HR by just ending up there, or because “they just like people” or was not good at math. This is a low bar. Hire HR majors and generalists for technical work not for strategic work or people leadership.

4. Become highly relevant to the business by learning the business as good as any other function Kind of knowing is not really knowing. Possessing your technical HR skills is simply price of admission and is a minimum. Assume the Table- Be a business leader. Co-create solutions with the organization that are highly relevant and meaningful to business performance.

5. Remove the corruption/corrupted thinking from HR

This includes that HR stop leading by fear and control, this means that heads of HR should stop hiring hire weak people under them so they can rule without being questioned, and that their real power not comes from enforcement but from contributing to the organization. Always be the healthiest person in the room.

6. Be the best, first and last advocate for the employee and the ability for talent to flourish.

7. Be so great at your function that other business leaders call you when they do not have a problem or an HR issue.

They call to discuss the business.

-Flapjack July 12, 2019

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