HR is certainly changing.\u00a0 The trend over the last few years is that we are organizations focused on the strategic (over the administrative).\u00a0 This has manifested itself in numerous redesigns of the HR function for shared services, HRO\/BPO, and the HR Business Partner.\u00a0 This has also included a shift of thinking as we are all quite involved in talent management now days.\u00a0 But does this really mean that what has always been the core of HR has also changed?<\/p>\n
Let me first make the case of the \u201cJob.\u201d\u00a0 The job defines what we do.\u00a0 It\u2019s actually the first activity that HR does \u2013 not talent acquisition.\u00a0 For example, before you go recruit, you\u2019ve ideally created a job, determined the functions and responsibilities, figured out what attributes the employee should have, and benchmarked these components and salaries against the market.\u00a0 After you finally recruit someone, performance management centers around an evaluation of how the employee measures against\u2026 the job.\u00a0 When you compensate someone, the budgets are centered around market benchmarks for the job.<\/p>\n
More recently, people have also made the case that performance is the real holy grail.\u00a0 For example, recruiting, learning and general talent development is not tied to the HRIS, but all are directly tied to performance.\u00a0 Performance drives an understanding of what actions need to take place to make us better.\u00a0 Merit increases don\u2019t really happen without performance (at least not effectively).\u00a0 And at the end of the day, performance is what allows HR to understand how we better deliver the human resource contribution to the organization\u2019s bottom line.<\/p>\n
So what\u2019s more important to HR.\u00a0 Is it the job and defining what it is that we do as an organization?\u00a0 Or is it performance, and continuously improving that delivery?<\/p>\n","protected":false},"excerpt":{"rendered":"
HR is certainly changing.\u00a0 The trend over the last few years is that we are organizations focused on the strategic (over the administrative).\u00a0 This has manifested itself in numerous redesigns of the HR function for shared services, HRO\/BPO, and the…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[30,8,20],"tags":[],"class_list":["post-855","post","type-post","status-publish","format-standard","hentry","category-compensation","category-strategies","category-talent-management"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/855","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=855"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/855\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=855"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=855"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=855"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}