Why do I believe that HR could be the most important department at a company?
So if we believe that people > processes, then we must also prioritize people over products and services, because those business processes deliver a product or service. But it’s people who build the processes. And people who execute those processes. And people who are impacted by those products and services.
Maybe I will hire an HR person as my first hire instead of anything else to give it that importance. Leaders say, build the product, the people will come. But what if it was the opposite? Build the team, the product will come.
That’s actually an easier way to scale ideas because you’re not limited to just one idea and one product. You can create endless products, services, impact for the world if you just get brilliant, caring, diligent, trustworthy individuals in a room.
Or maybe if I’m looking to find the right people for my team, I outsource everything else first and then HR is the last department I hire for because I look for certain traits, tangible and intangible in people. So then I have all my bandwidth to hire the right team members. I’m not sure right now; there’s valid cases on both sides of it. The legal stuff someone would just have to take care of. Or just outsource that to a part-timer who does it for other companies too.
I’ve seen HR be a throwaway department at places. And no one really seems to be fond of HR. Just some sort of reputation. It’s like being sent to the principal’s office. But HR can be so much more.
Does ‘resources’ have a negative connotation to it? I know other companies have other names for it now like Chief People Officer and such. Resources just sounds like it’s a natural resource just waiting to get exploited by people. Like we have done with the Earth. And companies have perpetuated and exacerbated that by making people work long hours that they don’t want to work, having no life balance, etc.
Humans exploit natural resources. Companies exploit human resources.
Is there a better way to phrase the function that’s in charge of getting people paid on time and hiring the right folks for the seats that are available (among other responsibilities)?
Well so if I believe that a company exists for a person’s growth, then that person should be on the lookout for ways that the company and individual can grow. That the hire that they help make could potentially be the best hire ever made.
The word that I keep coming back to is “potential.” It’s to help people realize their potential. So rename Human Resources to Human Potential. Just with that word change, there is a shifted mindset mindset on the topics of things someone in that seat could be thinking about. It’s not just about resource management and allocation. It’s about truly unlocking the best version of people.
Similarly, what about the word “Manager”? We don’t want someone to just manage. It implies just barely achieving. We want someone to excel, thrive, grow, prosper. Sets a new standard. Enhance. Strengthen. Improve. Expand.
Hmm, I like enhance. Replace Manager with Enhancer. Marketing Manager→ Marketing Enhancer. Human Resources Manager → Human Potential Enhancer.
People don’t just get to middle management and have a slow, corporate, professional death. They are always enhancing something. And in the process, themselves realizing their full potential.
コメント