Toward the Integration of HR in All Operations...Not Utopia
"Our company stands out through its excellence in the field of human resources management. In fact, IAAH has won several prizes in this field in addition to receiving top honours at the 2004 Défi Meilleurs Employeurs (this competition took place in the province of Quebec)! Our priority is to let our employees work in a humane and challenging environment". (careers inalco)
"HR Tomorrow...Achieving Excellence through Innovative HR"is the theme of the upcoming HR conference held by the Carlson School of Management of the University of Minnesota. It will address 2013 HR innovative approaches. But until now, what has been happening?
One major and growing trend is the reduction of HR Administration, if not its automation. Below is an example of that HR transformation at Kraft Foods as explained by Ron Hanscome in HCM Tech Vista.
Depending on organizations, we have seen the switch to the integration of HR, Operations and Administration, with the main HR function evolving to the one of a business partner; or the development of HR function to CHRO level who ensures HR planning and coordinates the function to meet business goals through a web of HR departments; or again the creation of an internal HR consulting function when HR function was previously assumed by a close partner to the CEO. In sum, HR is seriously evolving. HR is in the middle of a serious transformation. It is spreading out in one form or another.
HR was never to be and cannot be accomplished in silo. It requires understanding the business, and the ability to fully partner with other departments. But most of all, it calls for the ability to mentor and consult to all other departments in terms of HR so that business goals can be reached in full consideration of HR concepts. And that is crucial for your sustainability if you are a HR of one. Any thoughts?