HR’s Opportunity to Create Meaning, Live Values, & Humanize Work

Allan Collins, President & CEO of SuccessInHR.com, recently asked this question on LinkedIn: “What is the single biggest opportunity HR professionals need to prepare for in the next 1-2 years?”

My response comes in THREE overlapping parts and I’ll explain why I think these are all so important:

1) To create meaning:

HR has the biggest opportunity to create MEANING in the workplace. People want to be part of a cause and science proves engagement increases when we are doing things we’re passionate about. Understanding the business objectives is not enough! HR needs to be part of the team that FORMS the business objectives to ensure alignment and to create meaningful work.

2) To live the values:

The BOOMERS made the $$$. They are the last generation to know what a pension is, and they have saved some cash (okay, I know there are a few endangered company pensions out there, but ultimately, they will only exist in government jobs and history books). This younger generation has to figure out how to survive on a 401K, increasing premiums, and no insurance after retirement. Why do they want more now? Why not? They don’t see a lot of hope for making it to retirement if they aren’t aggressive.

Companies have proven over and over again that shareholders are more important than employees (with the exception of a few executives that make hundreds of millions of dollars). The younger generation has witnessed all of the corporate GREED . . . so why are we surprised that they don’t feel loyal in return? The CEO of GE just recently talked about the sins of his generation of leaders . . . it is sad and true.

The challenge for HR: Demonstrating ethics, proving that the values are lived not just printed, and engaging this workforce in purposeful work.

3) Humanize the workplace:

HR needs to seize the opportunity to demonstrate how the company of tomorrow will quickly replace old styles of abusing employees. The best places to work will demonstrate a passion for HUMANIZING the work experience again. They will be faster and more flexible then the competition, and ultimately, they will reap the rewards. HR must DRIVE this conversation rather than just going with the flow.

Should we still call it Human “Resources”?

Should we still call it Human Resources? Or is there a better way to describe what HR professionals do? If people are to be viewed as more than assets, then maybe we need to change the title of Human “Resources” to reflect the changes as well. To be credible, we should get beyond administration of paperwork to consider what we could be doing: humanizing the workplace.

In my opinion, the HR professionals of the future have an opportunity to change the workplace so dramatically that they will no longer like the term “resources” as it no longer describes what they really do (I’ll explain when you see my answer to the next question).

Allan Collins, President & CEO of SuccessInHR.com, recently asked this question on LinkedIn: “What is the single biggest opportunity HR professionals need to prepare for in the next 1-2 years?”

My response is this: To create meaning, live the values, and HUMANIZE the workplace for employees. I’ll lay out my case for this in my next post.

How would you answer Allan’s question? What do you think is the single biggest opportunity for HR professionals? Assuming they should even still be called human “resource” professionals . . . what do you think?