We have an idea on the widely publicised future of work but what is the future of HR?
I remember walking into a big meeting in a boardroom after a difficult company change and seeing a sea of confused and weary faces. I knew long before the meeting that they had come from a very command and control management style, so it wasn’t an unexpected response; after introducing myself and my team, I simply asked them “what are your expectations of my team and I?”
As you can imagine, the room was even more confused by this question, and once I’d explained the true purpose of HR, it instantly built an effective working relationship, if we behaved as if we were in an ivory tower and dictated how they should work, it would not only damage our relationships, but it would impact upon our abilities to work efficiently, a no win situation you will agree.
After another fantastic HR Hour on Twitter this week, we explored what qualities we would look for in a HR leader.
As you can imagine, this really generated a constructive conversation and it appears that many HR professionals like to see the same qualities in a leader, albeit in different ways. In this post I’ve picked some of my favourite tweets from the evening, so a huge thank you to the contributors who made the session so informative, we learn something new every week!
Having been fortunate throughout my career, I have worked with a couple of inspirational and positive HR leaders, but many involved in this week’s HR hour were convinced that a HR leader honing these desirable qualities is hard to find.
A recent report produced by the Chartered Institute of Managers (CIM) has revealed that managers are working an extra 44 days per year above their contracted hours. This is leading us towards a concerning management crisis.
In days where it is the normal expectation to never be “off duty” managers have a tendency to work unpaid overtime, and with continued advances in technological ways of communicating, there is an increasing culture of always being available. The report highlights that 59 per cent of managers admitted they check their emails outside working hours. The increased presenteeism combined with technology is having a detrimental impact upon managers’ health and wellbeing.
In short; the way we are working now, is simply not working at all.
We’re certainly not starting “Blue Monday” off in the best way; with breaking news revealing that the UK’s second largest construction company Carillion has been placed into liquidation. This will be the biggest liquidation of a company seen in the UK in recent years.
A compulsory liquidation is when a particular creditor insists upon this process when they have not been paid for a period of time, this is likely to be one of their four large lenders. As the news develops on this, it’ll certainly leave a lot of questions about the financial mismanagement of the business on the shoulders of the Directors.
We hear the term “making the workplace more human” so when we are putting this into practice, why do we insist on using the same old recruitment processes?
After Thursday’s thought provoking HR Hour on Twitter, I thought it would be appropriate to highlight the HR world’s thoughts on how we can improve the process and really make it relevant to the changing world of work.
Every manager dreads asking competency based interview questions “Tell me about a time when…” these questions are rigid, artificial and if candidates googled the ideal answers to these standard questions, they’ll be able to get well-structured answers to put them in the best light and the hiring manager will be none the wiser, thinking that they’d found the ideal candidate.