I took my first HR job when I was twenty years old. I worked at a candy factory on the north side of St. Louis. I organized time cards, filed the work comp claims, and managed the attendance process. I also learned how to recruit by hiring Bosnian immigrants to work on the Good & Plenty and Chuckles lines.
God, I hate Chuckles.
One day, I suggested to my boss that we buy a copy of Excel so I could use the computer to make labels for the time cards instead of using the typewriter. She laughed at me and said, “If we buy Excel, we probably don’t need you.”
Snap. That was 1995, and it was my first lesson in automation & obsolescence at a very local and personal level.
So when it comes to the present day implementation of social media and emerging technologies, I argue that HR is crazy — crazy like a fox. The day we embrace technology & demand that our managers leverage their communities to find talent is the day we work ourselves out of a job. It’s over. Technology disrupts our current careers in Human Resources.
And I’m okay with that.
I dream of an environment where HR and recruiting professionals solve a problem and then teach, lead, and get out of the way. Social media is a tool that can help us achieve our dreams for more efficient, leaner, smarter organizations. Remove the inefficient work, ask our managers to work differently, and start linking performance and product in a new and more thoughtful way.
On the other hand, Mark Stelzner thinks that social media is the most talked about and least adopted concept in Human Resources. He also thinks that it’s a competitive advantage for HR professionals who adopt and understand technology and tools.
Either way, better technology and a smarter workforce means fewer lawyers, risk managers, and HR professionals in this world. I just wonder — are you a brave enough to become obsolete? Is becoming obsolete a competitive advantage?
I’m already obsolete. Come and join me.
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Bang on – I don’t think people have a choice but to adopt social media, I think it is now what email was in the 90s. The question isn’t whether or not it’ll catch on anymore, it’s “why haven’t you figured out that it’s the new standard yet”?
I’m not sure I agree that adopting new technology means “fewer” of anything, though. I think a lot of people have a very black-and-white view of obsolecence (sp?) and that’s what drives a lot of the hesitation to adopt new technology. I think that people assume that either you do your job or a computer does your job, and so the only way to keep your job is to fight the computer – when really, there’s always Secret Option C, which is that the computer does your old job and you find a new job administering the computer, teaching other people to leverage the computer, figuring out interesting ways to leverage the computer better, etc. etc. Same number of people, just different roles.
Plus there’s the fact that SM can’t really do by itself any of the HR tasks a human does, anymore than a phone can operate itself. It’s just a tool for helping people communicate and manage data.
Granted, it allows end-users to communicate directly and manage their own data, rather than relying on an HR intermediary, which allow fewer people to manage more data – but I think companies (or anyone) are rarely content to simply manage the same amount of data as they were before. Once they can manage the data they have more efficiently, they will want to manage MORE data, which will require more people.
So yes, becoming obsolete is a HUGE competitive advantage – or, more specifically, recognizing that adopting new media early will not, in fact, make you obsolete – it just means you’ll be able to identify and capitalize on new opportunities (which often become the new standard) faster, better, and ahead of everyone else.
sometimes people call me “chuckles” and i don’t like it that you hate me. whatever. i think the only thing getting in HR’s way of fully leveraging social media is that no one will ever really trust us with it (just as your boss didn’t want you to have excel)…once again, beatin’ the man down. i don’t think we’re scared of making OURSELVES obsolete – i actually think HR is probably one of the most agile of corporate functions – our colors have changed probably more than any other function in the last 2 decades and it’s been technology largely that has forced that adaptation. we’ll continue to find a way to justify our existence – even if technology or social media makes things like talent acquisition more accessible to the average joe, the average joe won’t want to mess with it. “give it to HR, they’ll do it.” we’re kind of like cockroaches…we’re not going anywhere soon…
I can guarantee I was the last trained paste up artist the week Mac88′s came out and literally, overnight, took over the graphic design and print media industries. And I couldn’t have been more happy!! And in about two years time, I learned fluently about 20 different software programs– absolutely LOVED Photoshop and Illustrator– and never looked back.
I’d say– instead of getting in line with the shoe cobbler, chimney sweep and Tryceratops at the EDD– embrace some of these brand new and exciting communication/social media tools!
Bravery isn’t going to pay my mortgage. What does pay my mortgage is constantly changing my role and adapting to current needs. I’m happy to do what I need to do and get out of the way so employees can grow and innovate, but managers are rarely willing to get out of the way or move out of their comfort zones. It takes a great deal of creativity on my part to inspire light bulb moments for them.
Having a vast social media network isn’t a leveraging advantage for our firm over networking in-person and building those relationships with people we want to hire since we’re never going to need to fill dozens (or hundreds) of open positions at any given time. We use social media as one component in building those relationships, but it’s not changed our world substantially. I see it as a critical tool for large companies, but for small to mid sized? You need it, but you have to weigh the value vs. the time you spend on it.
I do think there’s a lot of room at large corporations for shedding ineffective, unplugged HR staff with the use of new technologies. But at your average 100 to 200 person firm? Not so much. The HR role at a small firm is VERY different from a large corporation.
But Ian is right. In talking to peers at large corporations, management will NOT get out of the way when it comes to social media. Everything has to run through legal, and they won’t let HR post ANYTHING on Facebook or Twitter without it running through three different guard dogs. Ridiculous.
I think it’s a good thing. However, you have to be able to adapt to the new landscape once your skills have been obsolete. That’s the part that scares people, I think, because you’ve taken away their security.
I agree and celebrate your broad point, Laurie. However, using these tools would not necessarily make tech-savvy HR people obsolete; this new expertise would transform them into the next generation of HR pros…facilitators and strategists, instead of paper-pushers and garbage men, i.e. cleaning up the mess. Well, done.
I think that the opportunity for HR professionals (and I am really talking about individual professionals here, not some amorphous concept of ‘HR’) to leverage new communications media and technology platforms to further organizational objectives, and truly distinguish themselves as essential contributors to success is almost limitless. The problems that many organizations have with better connecting a distributed workforce, facilitating the more efficient sharing of information, and developing a more open and collaborative culture are ones that HR pros can and should be addressing. Some of the solutions to these issues will certainly involve technology, and I do agree with Mark Stelzner that HR pros adept in these tools and technologies will certainly have an advantage both in their individual careers as well as the benefit that accrues to their organizations.
What’s all this I, the CIO, keep hearing about GoogleBook and YouTwitFace? Sounds like online gaming, and that’s not allowed at work. First thing, I’ll blacklist all those addresses so that even the Marketing cowboys can’t deliver on-demand product webinars, then I’ll make certain people can’t access personal email from work. Then I’ll turn my attention to banning this Social Media stuff…right after I install some collaboration tools.
I agree with Steve. Leveraging social media as a company and large brand is hard and because it is always changing it is hard for companies to quickly evolve. I do think their are good examples of companies who have used social media and set the bar. Companies like Starbucks and AT&T are good examples. There are individual examples, really everyone listed in the comments section who have created their own niche and developed social media relationships and brand recognition their own way. Social media just like business there is never a sure thing.
Social Media is not for everyone, however, I do encourage HR professionals to have a basic to advanced understanding of how social media and new media works. This helps when conducting HR investigations as well as working with your executive and marketing teams and lends you a great deal of credibility.
Jessica
@blogging4jobs
Technology, whether socialmedia, HRIS, or otherwise is only a tool. Sometimes tools replace people, sometimes they don’t. Those working in HR who take the time to understand the tools stand the best chance of being the ones to put the tools to work in the profession in the places where the human touch still matters.
Social media provides a different way to collect information about or from people. This is not the exclusive province of HR. Hr will only stay relevant if they know both how to collect the information – and then move on to analyze it, draw conclusions and recommend strategies that make the information useful to the business.
If HR can’t do it, somebody in marketing or production or finance or QC or IT will eventually figure out that there are careers to be made here.
Get with the program. Then you don’t have to become obsolete.
Could we at get Marketing and Ops on board with this “Technology” we’ve been hearing about, too? When I proposed a way to replenish box orders online for produce customers (we made expensive corrugated boxes for peach, tomato, strawberry, etc, growers) rather than tying up customer service rep time, the managers told me that “our customers don’t even have computers.” Really? You think our customers are a bunch of ignorant yahoos who aren’t interested in say, THE WEATHER? Or commodity prices?
It couldn’t have been because the $150,000/yr managers themselves didn’t even know how to forward their own phones to voicemail when they left their offices.
Any time you can use technology to automate simple tasks, you free up your people to do more complicated, value-added tasks. Why waste the time of someone you are paying $30,000 (or whatever) a year plus benefits to take an order when she could be solving problems instead?
I have to agree with Steve and Jessica, but I hope it changes.
Over here in the UK, there is still a huge apathy towards social media within HR departments.
The thing is that I don’t think it is something they actually give a damn about (well the majority anyway), because they have too much else to worry about! With many companies finding excuses to trim departments down, HR is always a target. With the increased workloads from HR investigations and grievances on the continual increase, is there any wonder that HR folk even want to consider the legal pitfalls of SM as well?
I think social media will need to be ‘reversed’ into HR nice and gently, with buy-in, acceptance and business support, before they have a chance of succeeding with it.
Andy
I appreciate and agree with almost all of the comments shared above. Though social media certainly presents challenges for HR, it also presents tremendous opportunities, which is why I started the Social Media and HR Community earlier this year (for details, go to http://tiny.cc/SMandHRonRSS). As significant as the impact may be for organizations in terms of their external communications, the INTRA-organizational impact is likely to be far greater. And since much of that impact involves changes for the human capital of the organization, there is a natural role for HR pro’s to take a leadership role in facilitating those changes.
It’s true that HR pro’s haven’t jumped aboard the social media bandwagon yet, but I have seen a marked difference in their awareness of and responsiveness to social media in the past 2-3 months. I predict it will become a significant focus of their attention in 2010, especially as the economy recovers and resources free up and the war for talent heats up again.
Funny, it order to get to this post through a work computer, I had to go through our “filter” and agree that continuing to this site was work related! Let’s see if I’ll be written up for my interpretation of this!
Anyway, agree with many of the points brought up in the posts above but feel a need to define something. Are we talking about all of HR or Great/Good HR?
Like other professionals, HR has its share of slackers and awsomeness so I don’t think we can paint all of HR with the social media brush. However, I do believe that individual HR professionals that embrace SM and other forms of technology will survive and thrive in the future. In many instances this should be the head of HR as we still have to knock sense into the executive suite so that they agree we know what the hell we are doing!
I do think that it should be Marketing along with HR that promotes SM in the workplace both from an internal format and an external one. It’s the latter that causes problems for HR perhaps with the exception of recruiting.
Therefore, I think the tougher question is and one I don’t see disucssed is: What Does Using SM Look Like in HR? Putting the recruiting function aside (I know its important but I think that ground is already openned up), how does good ole fundamental, generalist, local HR use SM to engage with employees?
Social media, as with any technology, has the power to radically alter the way in which we do work, but it does not replace the need for skilled workers that add value to the work process. Technology did not replace auto workers, electronic trading did not obsolete traders, and the Internet did not force brick and mortars out of business.
There are two points to remember in considering the value technology brings to the human endeavor. First we must understand that people are endowed with a vast array of skills, most of which are wasted in their current job roles. Second is that while technology can automate work, it cannot make decisions, infer meaning, or offer advice. That is the purview of the human mind.
This should empower and enlighten leaders within organizations to understand the proper confluence of technology and the workforce. Those who live in fear and loathing will eventually find themselves on the outs. Those that have any semblance of vision will innately understand that technology does not replace people, it enhances the ability of people to do better, smarter work that leverages more of their skills. The same holds true for social media and the HR industry, whether it is through employer branding, recruiting, employee engagement, career planning or some other functions.
By the way, your manager from the Chuckles factory would not appear to fall within that “visionary” category.
I would go a step further and ask: what will HR professionals do when artificial intelligence will be extensively used in recruiting? i wrote something about this (http://blog.technologyevaluation.com/blog/2009/11/30/how-human-and-artificial-intelligence-can-work-together-in-human-resources/) and it seemed to be quite controversial.
From the earliest payroll automation project I worked on in the 60′s, right up to today, the biggest barrier to HR technology adoption has been — HR! There’s this congenital fear that they’ll be automated out of existence rather than elevated to more important work and, rather than voicing and dealing with those attitudes, there’s often a passive aggressive reaction: yes, we love what you’re doing on that HR systems project and then no, we can’t possible do/change xyz to ensure a successful implementation. It’s a breathe of fresh HR air to have “met” so many bright, young, non-tech-phobic HR pros who are engaging the right issues about HR tech, as in what/when/why/how/toward what outcome/with what costs and risks/etc.
I’m hearing an Aerosmith song with the words, “Dream on” repeated over and over again.
Remember my short stats lesson at the Social Recruiting Summit? To refresh, if plus or minus one standard deviation around the mean of a Bell Curve (the pointy top part for you stataphobes) – average – accounts for 68% of the area under the curve (variance for those who aren’t stataphobes), then another 16% resides in each end – or tail – of the curve. If you take the average 68% and add to it the 16% in the lower tail, then what you have is that in any population – in this case, the HR “professionals” (at least that’s what they call themselves on their resumes) – 84% are average…OR WORSE.
Yikes! No wonder social media is so difficult to grasp let alone implement. But there’s hope if you’re in the top tail, the 16% who can see read the tea leaves. We’re the one’s who also know when it’s time to ditch the status quo for new tools – and this is exactly what’s going to happen: SM will pass us by but the 84% will still be sending games, challenges and causes around to their friends or pressing on Tweets that tell the world what flavor jam they spread on the bread at breakfast.
Obsolescence occurs when you stop moving; you my dear are a bundle of frenetic energy and have nothing to worry about…
I wrote this on a lark and it’s interesting to read the responses. “Crazy like a fox” is tongue-in-cheek, of course, but there’s something to be said about HR’s effort to fight the NEW in order to maintain the status quo. Of course I don’t represent HR obsolescence — I think I represent HR’s evolution. Just like all of you. Now here we go.
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@Ian becoming obsolete is a HUGE competitive advantage – or, more specifically, recognizing that adopting new media early will not, in fact, make you obsolete – it just means you’ll be able to identify and capitalize on new opportunities (which often become the new standard) faster, better, and ahead of everyone else. Exactly. Thank you. That’s the spirit of what I was trying to say.
@charlie we’ll continue to find a way to justify our existence – even if technology or social media makes things like talent acquisition more accessible to the average joe, the average joe won’t want to mess with it. “give it to HR, they’ll do it.” we’re kind of like cockroaches…we’re not going anywhere soon… This reminds me of a guy I used to know in an old IT group. Project manager? Sure, I’m a project manager. Director of the North American Data Centers? Oh yeah, I can do that. IT security? You betcha. He evolved, but it was a disingenuous evolution. I wish I could be THAT agile and make $225K + a 35% bonus that paid out around 110% during the three years I worked with him. That’s the true definition of a cockroach.
@MattyMat No dude, I wanna be a chimney sweep. Did you see Dick Van Dyke? Loved that guy.
@H.Aria I do think there’s a lot of room at large corporations for shedding ineffective, unplugged HR staff with the use of new technologies. But at your average 100 to 200 person firm? Not so much. I am with you that HR is a big part of the infrastructure at a small company. I’m glad you’re there pushing back on the inefficient work and making us look good.
@econopete However, you have to be able to adapt to the new landscape once your skills have been obsolete. That’s the part that scares people, I think, because you’ve taken away their security. BAM! Exactly. What do you do with a woman who’s worked for 35 years in your payroll department? Or a guy who’s spent 15 years doing the same thing because, at one point, his job was really needed and your company asked him to stay and do that job? It’s a tough call.
@Ken We’d transform some… but some fall off the career ladder. Sad. Capitalism is heartless.
@Steve Well said, professor. But what happens when it only takes one person to solve an issue instead of 3 because your HR department is so much more efficient? What do those other two people do?
@Ed I hope you are serious. That’s freaking hilarious.
@Jessica Wait, I dunno, I think social media is for everyone — but the application of SM in a for-profit, more efficient environment will have some sad implications for many workers. Even the skilled people get cut in this economy.
@Michael I think obsolescence is okay. It’s what you do post-obsolescence that’s the challenge. PS – How was your vacation?
@class Why waste the time of someone you are paying $30,000 (or whatever) a year plus benefits to take an order when she could be solving problems instead? I agree but generally those assholes in Finance will cut that headcount once the job is automated.
@Andy I think social media will need to be ‘reversed’ into HR nice and gently, with buy-in, acceptance and business support, before they have a chance of succeeding with it. Shoot, that depresses me. Why can’t the right thing ever be easy to accomplish?
@HRJefe What Does Using SM Look Like in HR? Putting the recruiting function aside (I know its important but I think that ground is already openned up), how does good ole fundamental, generalist, local HR use SM to engage with employees? Lady, ask this question on Twitter and collect the answers!
@Mark Thanks for the thoughtful comment. I know that companies are waiting for the day they can replace workers with robots. I don’t think SM will help accelerate the robot dream, but it doesn’t hurt.
@Gabriel Ha! Thanks.
@Naomi I love ‘passive-aggressive reaction’ and the
fear of being automated out of existence’. Good & concise descriptions of HR. I’m not sure how I feel about the future of HR, but I’m glad you’re optimistic. That gives me some hope!
The only HR folks that should be afraid of becoming obsolete are the ones that don’t know how to add value to their organizations to begin with. There will always be a need for a top-notch HR professional to advise management. It just probably means that their department is smaller in number and they are spending more time on engagement, branding, and all the ‘nice-to-haves’ that you couldn’t devote time to before because of the administrative machine.
Naomi has a good point about HR dragging their feet on such things. In my opinion, HR isn’t viewed as a business by many HR people. “How do we provide the same, or greater functionality, with fewer people and fewer costs?” This is a statement you would expect from the CFO or the COO, but shouldn’t it also come from the Chief People Officer?
Social media has fantastic potential in communication, recruiting, learning, knowledge management, but I think it will take some time for it to be brought inside the firewall (so to speak) by many companies. For example, I think it could magnify the problems of a damaged culture in some cases, and open the company up to some exposure (harassment through new, company provided media). But, for cultures that can make it work, it is a step closer to a virtual organization.
I’m for it. Will someone please make me obsolete so I can do something interesting!
@Steve Most everyone thinks they are in that 16%. Including me. That’s dangerous self-delusion for most of us. Also, “Math is hard.”
@Ryan There will always be a need for a top-notch HR professional to advise management. Really? I dunno. I think that’s a nice thought, but I’m not convinced. I’m for it. Will someone please make me obsolete so I can do something interesting! You’re reading this blog — I think that makes you obsolete. Now go do something cool!
@Laurie “I agree but generally those assholes in Finance will cut that headcount once the job is automated.”
That often occurs because HR does not sell the improvement correctly to finance.
Finance is going to be looking at the financial gain using the perferred metric at that company (e.g. IRR, ROI, NPV). An easy way to juice your financial metrics is to include headcount reduction – - of course finance will collect.
Also whenever finance sees a new system, they will check to see if there is any opportunity for headcount reduction. They smell blood if they receive “dunno” or “a total bs” answer.
Finance people are just as clueless and overworked as the rest of us. It is just a matter of talking their talk.
And I thought I was a cynic.
I was actually thinking the opposite about the technology impact on HR in the coming years. There have never been so many useful tools on the marketplace as there is now. Further, I think the wave has yet to crest. And everything is getting more plug-n-play and more cost effective.
What is different to me about this wave of advances, is who is driving the decision. IT is less involved than before. Functional leaders have much more control in product selection and gain much more of what they need. And it isn’t necessarily HR who is losing the heads. The new tech requires fewer support folks downstairs.
The upshot is… I was talking to a buddy of mine that HR was going to enter a golden age with all the fun toys giving them advanced analytics, true perf mgmt, integrated self service, web 2.0 and such. They could finally free themselves from the 40% of their day that they lose to administration and focus on the real reason they got into HR.
I’m a cynic about HR because I don’t think management appreciates what they can offer and HR is often ignorant of how to persuade them. However, I’m bullish that technology can put bullets in the HR gun.
@SalesComp Hahahahhahahahahaha, I was just kidding about finance but your response is cracking me up. It’s like one poor kid picking another poor kid. WTF? We’re both poor. We need to join together.
@Ryan Nah, you’re not a cynic — you’re just realistic and a little jaded. I do detect a note of optimism in your comment. Where do I get one of those fancy HR guns?
HR is one of the few professions that technology can’t make obsolete. HR deals with people and people are complicated and confusing and unpredictable and difficult and wonderful and challenging. Technology can only handle the things that are logical and predictable.
If we can remove some of the rote items in HR using technology – wonderful! For the forseeable future though, it takes humans to manage humans.
PS. The explosion of social media is going to increase the need for good Human Resources not the reverse.
Found at most fine sporting good stores. The HR model has rubber bullets and a committee consensus trigger. Once everyone agrees, you can fire without the fear of lasting impact whatsoever.
Duh. Social media is social. How do you automate it? if it is truly effective social media, it will require a human being to drive it and use it effectively. Someone’s role is likely to change, but if open to evolving, job security seems evident to me.
I am not an HR professional. But I think this thread is relevant to all professions. Get on top of new trends in a creative and effective manner, and it will be a competitive advantage. Put your head in the sand and you will suffer eventually.
I find that the more social media marketing I do, the more demand there is for my work, which means there are are lots more details to attend to. Somebody has to do the work, so I doubt that obsolescence is going to be an issue. I am more concerned, at this point, in finding people I can trust to get the extra work done and still survive in the marketplace.
Thanks for throwing my question back to me Laurie! I was hoping that with such a large group of knowledgable followers a discussion would ensue
I found the Excel analogy particularly appropriate, since the reason I seem to hear most often from my HR friends about a reluctance to “embrace” social media isn’t that they are adverse to change (that’s an HR stereotype, IMHO – even among HR “types”), but that they don’t have time to do so. They don’t see it as a means of helping them be more efficient (though I think it can be), they see it as one more thing that has to be attended to (and in some cases, learned) in the middle of an already overcrowded day. Most that I have engaged on the subject would really like to have the time to do more with it…but it’s still viewed by many as a “luxury.”
I’m curious (though I hesitate even as I type this) – how many of the posters here are currently in an HR job – versus being an HR/Social Media consultant/advisor?
RyanW makes a good point – management does not appreciate what HR can offer. Technology will only make HR obsolete in those organizations where HR is seen as admin, paper-pushing work. And Nevinesq – until the technology reaches ‘maturity,’ it is often one more thing that gets added to an already long list, and is more of a problem than it is helpful.
Speaking as an HR professional who is always looking to see what technology can do or solve for me, my goal is to free myself up from spending time on menial tasks in order to have time for more strategic, HR-program focused work. In organizations where management is progressive (or brave) enough to let that happen, technology can open a world of opportunity for HR in terms of starting people-focused programs.
Too bad most American companies aren’t ready to see HR in that light.
Not so sure I agree with HR becoming obsolete. In the design world, we are ALWAYS in danger of becoming obsolete. New technologies and software are coming out each year. But the new technology that supposedly would make us obsolete helps us become more efficient, create better work, and more of it! Can marketing folks who drive design campaigns learn the software and create their own designs? Sure, but do we really want them to? Will they do the job even half as good as a seasoned designer? Hell No.
I don’t think a manager can do a better job than an HR person who is hip to social media, and I’m not sure that manager would want to.
Did I see Dick van Dyke??? grew up with DVD—That guy was with MTM– the hottest chick on the planet at one time!! And when I found out he drank like a fish– I was like, Yeah!!! Go Dicky!! Funniest guy ever and evidently, one of the nicer people in Hollywood too–
Social media make HR folks obsolete?? That’s like saying Excel runs itself. It don’t.
Maybe HR people are becoming obsolete, but social media is not one of the reasons. Social media takes a heckuva lot of thought and TIME to do right. No one knows that’s truer than you, Laurie, after reading all these comments!
Anywhere there is policing and policy making to be done HR will flourish whether it be in the traditional sense of face to face employee relations or in the form of working with legal advisors to assure they are compliant with the ever changing internet regulations in place.
Does this equate to HR embracing social media? Absolutely not, especially at this stage of the game where Web 2.0 can be loosely compared to the Model T regarded as the first affordable automobile, the car that put America on wheels. Just as the auto industry has evolved so too will social media. But from this currently clumsy landscape will come an “application driven” market in which recruiters will use to drive traffic to their open positions with a push of the button. HR and recruiters alike will embrace any applications giving them a competitive advantage so long as the ROI is justified, it allows for proper branding, and it fits within the legal guidelines set fourth now and in the future.
Laurie
Well, you got some responses. It’s oh so easy to bait HR with this kind of post but to be honest, you could change “HR” for “IT”, “Marketing”, “Finance” and more. The point is, if you are at the front of the curve on anything new there will be more followers than leaders. Not that many people climb Everest or row the Atlantic but it would be so easy to call them all couch potatoes just because they don’t.
There is still too much hype about SM with little or no evidence of the value it offers to recruitment/HR. Of course there is some, and I for one have implemented projects that display great ROI but I still have to cajole people into moving out of their comfort zone. I could of course shout at them but I don’t think it would work too well. Maybe we should be come the HR Whisperers and move them gently rather than beat them with a blog post?
We live in hope!
Peter
THIS was a great blog. Your writing is always great but every once in a while you write a piece like this that reminds me why we all follow you. Thank you.