Marr\u2019s article was really an exercise in verbiage \u2013 wordplay \u2013 jargon. It\u2019s not that we no longer need HR departments<\/a>,\u00a0it\u2019s simply that we need to change the name because as he says people do not like to be called \u201chuman resources.\u201d Sigh\u2026so we love to change the words around \u2013 every generation or so we decide that the language needs to be updated. … i.e. New Hire Orientation is now Onboarding, Hiring is now Talent Acquisition; that\u2019s right, you weren\u2019t hired \u2013 you were acquired.<\/p>\n After reading these articles, another problem I have with them is that there seems to be a basic omission of what Human Resources is paid to do. We\u2019ve discussed this several times on SmartRecruiters Blog <\/a>but the essential function of HR is to keep the company out of the court room, recruit new talent, train them, compensate them and engage them. Now that\u2019s a very high level view because there are other things such as assist with the brand messaging, culture promotion and workforce development, but the 1st<\/sup> duty is not to be friends with the employees, it\u2019s not to be friends with the executives and managers, it\u2019s to protect the company from liability \u2013 liability which is created by employees. From executives to the frontlines, any employee can cost the company millions if he or she decides to break the rules, doing something completely stupid.<\/p>\n You can change the name from Human Resources, in fact many companies have changed the name to People Resources, Talent Management, Human Capital Management, or Talent Masters (I don’t like that one). I\u2019ve even seen a job ad for a Chief People Officer. There are other companies that do not call their employees, human capital or talent \u2013 they call them associates or partners. Figure out what works for you but make no mistake HR is necessary.<\/p>\n \u201cGood to Great\u201d<\/a> by Jim Collins is one of my all-time favorite books; sure the language is a bit outdated now but the meaning is still relevant: get the right people, put them in the right places, pay attention to market trends and know what you do best. The book strongly suggests using HR as a strategic partner and not an administrative function. If that reference is too old for you, consider FORD Motor Company, where upon joining the company CEO\u00a0Alan Mulally<\/a>\u00a0immediately partnered with the HR department to turn that ship around. Tony Hsieh<\/a> of Zappos! recently said in an interview that they relied on HR to – among other things – determine cultural fit of every potential hire. Howard Schultz <\/a>of is another prime example of how Starbucks works closely with HR Executives to drive the company\u2019s vision, mission and goals throughout the company.<\/p>\n Truly successful companies value HR, or Talent Resources or whatever you want to call it. So my suggestion, and I’ve said this to co-workers and job seekers alike: don\u2019t get lost in the titles, pay attention to the duties.<\/em> Are you a Receptionist or an Executive Assistant? Are you a Recruiter or a Talent Acquisition Specialist? Are you a Sandwich Maker or Sandwich Artist? Doesn\u2019t matter much, it\u2019s all about how you do what you do, so call HR whatever you will, just take pride in the fact that organizations entrust HR with the organization\u2019s most important asset.<\/p>\n <\/p>\n SmartRecruiters<\/a>\u00a0is the hiring platform with everything you need to source talent, manage candidates, and make the right hires.<\/b><\/p>\n <\/p>\n How do you see the future role of Human Resources?<\/strong><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"Just to clear the air, I think we need human resources departments \u2013 shocker I know – but allow me to explain. There’s been a whole lot of talk and discussion because of a couple of LinkedIn articles; \u201cWhy We No Longer Need HR Departments\u201d by Bernard Marr, and the response by Josh Bersin,\u00a0\u201cWhy We […]","protected":false},"author":38,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"episode_type":"","audio_file":"","cover_image":"","cover_image_id":"","duration":"","filesize":"","date_recorded":"","explicit":"","block":"","filesize_raw":""},"categories":[840,637],"tags":[],"series":[],"acf":[],"aioseo_notices":[],"episode_featured_image":false,"episode_player_image":"https:\/\/www.smartrecruiters.com\/blog\/wp-content\/uploads\/2020\/01\/Podcast-icon.jpg","download_link":false,"player_link":false,"audio_player":false,"episode_data":{"playerMode":"dark","subscribeUrls":{"apple_podcasts":{"key":"apple_podcasts","url":"https:\/\/podcasts.apple.com\/us\/podcast\/hiring-success-podcast\/id1472174987","label":"Apple Podcasts","class":"apple_podcasts","icon":"apple-podcasts.png"},"google_podcasts":{"key":"google_podcasts","url":"https:\/\/podcasts.google.com\/?feed=aHR0cHM6Ly9oaXJpbmdzdWNjZXNzcG9kY2FzdC5jYXN0b3MuY29tL2hpcmluZy1zdWNjZXNzLXBvZGNhc3Q","label":"Google Podcasts","class":"google_podcasts","icon":"google-podcasts.png"},"soundcloud":{"key":"soundcloud","url":"https:\/\/soundcloud.com\/smartrecruiters\/sets\/hiring-success-podcast-1","label":"SoundCloud","class":"soundcloud","icon":"soundcloud.png"},"spotify":{"key":"spotify","url":"https:\/\/open.spotify.com\/show\/3bM8YzLjM2G9qJXLBBySaB","label":"Spotify","class":"spotify","icon":"spotify.png"}},"rssFeedUrl":"https:\/\/www.smartrecruiters.com\/blog\/feed\/podcast","embedCode":"![\"chris](\"https:\/\/www.smartrecruiters.com\/blog\/wp-content\/uploads\/2012\/12\/Cost-of-Work.jpeg\")
Chris Fields<\/a>\u00a0is an HR professional and leadership guy who also helps job seekers write great resumes and blogs. His work can be found at ResumeCrusade.com & CostofWork.com. Photo Credit\u00a0<\/em>mashup of aforementioned articles.\u00a0<\/strong><\/p>\nCall HR What You Will!<\/a><\/blockquote>