Comments on: HR Stagnation

By: Rebecca Mazin

Rebecca Mazin — Wed, 22 Jul 2009 18:32:01 +0000

I\’m surprised none of the comments refer to increased administrative burdens due to increased regulation. I find HR people today to be more compliance driven than ever.

By: Deb

Deb — Tue, 30 Jun 2009 16:01:26 +0000

I believe two factors keep HR in its current role: HR refuses to move forward and work on the big strategic stuff, which means moving the tactical HR stuff out (we are still planning the company picnic), which then results in business not seeing HR as strategic, which then results in HR continuing to work on the tactical HR stuff, and then the business continues to see HR as not strategic….HR (we) get a lot done but most of it doesn\\\’t really move the business forward and therefore the business believes that we don\\\’t matter. We need to let go of the traditional HR stuff AND become skilled in the strategic, business-focused stuff!

By: Dan Price

Dan Price — Tue, 23 Jun 2009 15:09:22 +0000

As an HR Technology Professional, I have observed many organizations\’ dependency on the traditional HR function hasn\’t vastly change. Culturally, we continue to rely on HR for \

By: Parker

Parker — Wed, 17 Jun 2009 13:18:46 +0000

Have spent 35 years in human resources and have become increasingly embarassed by \\

By: BryanB

BryanB — Thu, 11 Jun 2009 22:49:29 +0000

One wonders whether the primary role of HR specialists should be to take on increasingly “strategic” tasks or to build up the people management capabilities of our customers. To some extent this is the age-old decentralization v. centralization argument, since it’s obvious customers want some functions (e.g., records management) to stay with HR. The question is: what else should we be doing?