Many modern HR practices arose from a need to develop leaders in the 1950s. Instead of copying what large corporations did decades ago, HR should craft their policies based on their specific company and industry today.
Line managers are taking on duties that once belonged to human resources. Here’s what they need to know.HR has deep knowledge about workplace issues. But it should also bring first-rate analytic minds into the function to help companies make sense of all their employee data and get the most from their human capital.
No doubt most HR departments were initially caught off guard by questions about whether practices such as expat and rotational assignments actually pay off. The information they gathered tended to focus on individual outcomes, such as job satisfaction; they didn’t feel equipped to estimate financial returns. But that excuse no longer holds.
HR invests heavily in many programs that lack impact. Consider the current preoccupation with generational differences. There’s little compelling evidence that they even exist: Young employees today appear to be remarkably like young employees decades ago, and they’ve always been a challenge to older managers. Their supervisors aren’t having any unusual problems with them now. Nevertheless, many HR departments spend a lot of energy worrying about how Millennials want to work.
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