With all the talk about loss of confidence and trust of senior leaders. Is HR part of the problem or the solution?

I asked this question and had the following comments. They varied as you can see what would your comments be?

1. The HR function should assume a role of being the custodian of the business strategy and associated Values and Behaviors and never vary the standard even if it means a job loss.

2. HR practices should be applied consistently to make sure that the current generation of leaders be replaced systematically by a new generation of emerging leaders with no trauma for an organizations’ viability.

That way entrenchment does not occur.

3. A mentoring culture where experienced leaders work share the consistency of the values and behaviors to the next generation of younger professionals. Mentor –Custodian- Champions are created.

4. HR should handle *only* that which they are best suited to handle: recruiting (getting the human resources in) and benefits. (So to directly answer your query – nothing.

5. I think HR is responsible only in that perhaps they hired the wrong person into a leadership position. (However, the individual who accepts that responsibility is ultimately responsible for his actions.)

6. HR “As change leaders” is responsible for developing the culture of the organization and understanding why this is occurring. We “HR” may be part of the problem!

Well there you have it what do you think? Is HR part of the problem or the solution and what would you do?



About HRMexplorer

Managing Director - Human Capital Europe and USA - My ability is to recognize ingrained assumptions and patterns of operation that aren’t productive, and offer practical, cost-effective and value-based solutions.

Posted on July 16, 2010, in HRMexplorer Blogs and tagged , , , , , , . Bookmark the permalink. Leave a comment.

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