“Everybody’s a Chief HR Officer” : it’s the english translation of a french book that is supposed to be the holy bible for every student who cares about this kind of issues. Well, that was supposed to be when I was sutying in business school. To be totally honest, I found the message more intersting that the content…at the moment.
Once that’s said, the topic is more and more popular. Many surveys show the beneficial impact on HR of social software supported ways of working : more links, more blinder, more implication, more sense of belonging etc…
But, as we noticed in many occasions, they are collateral effects that don’t depend on the availability of tools but of their use. And use is determined by how these tools are useful in people’s day to day job. The way people work being highly impacted by managers (and especially “local” managers), it’s because the latter will decide to work slightly differently and use the appropriate tools that the will of CHRO to impact the above mentioned issues will be empowered.
Then, will everybody become a CHRO ? The short cut is too easy, I’d rather say HR agent. But, for the first time, middle-managers have the opportunity to take control of the vehicle that can bring those beneficial effects, a field were they were asked a lot without having really the levers to change things. Once used as real work oriented tools, those tools may become more than tools. Working as communities for example.
Retain, motivate, involving people, making the best possible use of talents can’t be done with only hot air, it’s made possible through the way people work. Good news ! The tools that can support the adequate way of working are now here.
Have also a look here.
