I wrote recently about the central role of HR in an internal 2.0 approach and the fact that the specitity of such an approach was to dilute HR issues in people’s day to day job. Before tackling in a next post what including HR in day to day job means, let me share with you a reflection that recently came to me.
When I was a student, my professor of Human Resources imposed us a book as a bedside book. Its title was “Everybody is an HR officer” (in French “Tous DRH”). A that time, even if I found the discourse attractive, the limits were obvious to such an extent that it was shoking for the supporters of a highly centralized and top-down approach of HR and seems too utopic for those who liked the concept.
Maybe HR 2.0 are going to make things change, making everyone assume a part of the corporate HR responsability.
â€¢ Because it’s consistent with the scheduled come back of HR as a leading function. You can read the two above mentioned posts once again, butÂ companies who will confine their HR people to a foil role, making them define only what’s not to do, what’s forbidden, will face very hard times in the future.
â€¢ Because people expect that. I won’t make one more discours about generation Y and others epiphenomenons, but there’s a very strong trend underlying all these things.
â€¢ Because the tools that makes possible to do “distributed and decentralized HR on the flow” are now available.
â€¢ Because all that put together will make it easier to spread a HR strategy tomorrow than pushing it in a top-down way as it’s done today.
It will impact people’s mindset (read my thoughts on sustainable management at the end of this post) andÂ the way people do their day to day job because it will be the only way for HR people to fulfill their mission.