Human Resources, like many fields, is at a cross roads where its future is at a disconnect with its past. Many of its reasons for being have become irrelevant, easily outsourced, or reduced to a minor function. Some predict the end of HR; others cling to it. Ultimately, the future of business and work will decide the future of HR.
The Frontier Project, held May 20 and 21 in Omaha, Nebraska had the stated purpose of “Reimagining the Role of Human Resources.” That’s a bold tagline creating huge expectations and it was an interesting mix of 40 or so HR pros, consultants, vendors, and thought leaders who attended.
Jason Lauritsen and Joe Gerstandt led the group using an accelerated decision making process. Normally, it’s a technique used to create a decision and action steps for a specific problem. Applying it to the future of a field while still creating individual actions is a bit trickier, but worth the effort.
So, what’s the future of HR? I’m not telling. Not because I took a blood oath of secrecy; because I don’t know. No one does. But here’s a few thoughts I took away from the two days:
Predicting the future is really, really difficult. Particularly for experts because they know exactly how things are in the field, but most innovation and change is ignited from outside the field. If one isn’t careful, focused expertise leads to being blindsided. To prevent getting stuck in what our expertise demonstrated was right, we were told to use our “imagination, not expertise.” Regardless, it’s still difficult. Could you have imagined 2013 in 1993? Could you have imagined 2013 in 2008 before smart phones and social media took off? Another bit of advice for imagining the future: “If it makes sense today, you’re probably not pushing far enough out.”
Even people who think like me don’t think like me. Oddly enough, the future I’m convinced will happen looks different than the futures 39 other people are convinced will happen. We all have biases and, although there’s some overlap, it’s really easy to get stuck in our own reality tunnels.
When people discuss the most important things the field of HR should be focused on it sounds very buzzwordy business-speak. Lots of jargon. Lots of mention of technology, big data, etc. But when people describe what makes their job great it there is a strong emotional and personal connection. I don’t know what that schism means, but it makes me wonder.
The field of HR is so divided between administrative and strategic functions it makes me wonder if we shouldn’t identify them as separate fields. I suspect much of HR’s identity crisis would go away if we acknowledged we’ve been trying to find unifying answers for (at least) two distinct fields. Much as finance and accounting or marketing and sales are split, imagine the issues that would quickly dissolve away if we could allow HR to move in two different directions.
“Us vs them” is a powerful, powerful quirk of human thinking. It carries a lot of judgment and self-righteousness. Be very careful how you define “us” and “them”. Consider the possibility that it might really be “us and them”, or even just “us”.
Some other quick thoughts (mostly shared by others):
HR needs to stop waiting for someone to ask us to do and simply find what needs to be done and get on with it. If it requires permission, make a case for it and sell it. Stop waiting.
Technology/tools can be an enhancement or a distraction from the people/business connection. Like all tools, none are inherently good or bad, but how we use them determines how much they will help or hinder.
Statistics can’t predict the individual. Ever.
Integrate HR into the business processes instead of trying to integrate the business processes into HR.
Use imagination first to play and explore and then apply expertise to make it possible.
The future is scary when you don’t feel you have any control. The future is exciting when you feel you are creating it; it’s threatening when you want things to stay the same (or go back to being how they were); it’s liberating when you see how it could be even better than today.
I need to spend more time kicking ideas around with smart, passionate people. Really can’t do that enough.
There’s lots more from those two great days that I’m still processing and thinking about. Joe and Jason are threatening to offer it again in the future and I’m excited to see how The Frontier Project evolves. Good, good stuff.
Real nice sharing of the Frontier Project. Thanks, Broc.
You bet, Sukh. It was a great event and one that still has me thinking. Interestingly, I wrote this post a month ago but it was found and tweeted by @fourgroups on the same day I spoke with @jasonlauritsen to give a bit of feedback on the event. #synchronicity