I know what I think of the above mentioned question: hell no, if you blog on a regular basis and read the other blogs, the first thing you notice is that almost on-one(!!) go by their real name, Yours Truely included.
HRpunkrocker, HRmaven, HRwitch – and now adding to the brigade: HRDragon…

If you read
this article

you get the feeling that HR people does not feel like real employees.
I really do not think it is because we are superior people with a higher intellectual capacity, say like a salesperson – but I think it is because we often become pariahs of the organisation. We discipline people, we enforce corporate policies, we are often caught in OHS with all the legislation that acompanies that. We are the bottleneck – if you ask the managers – that stomps the growth.

So being the pariahs – we tend to give ourselfs cool nicknames and bitch on how other are utter morons.
Because nobody appreciates the benefits of a well-running, competent HR department. We do actually recruit the footsoldiers and generals, we assist with driving corporate strategy, we develop policies and guidelines so to keep a logic, fair and transperant way of conducting the internal business.

But they just bitch. So to ventilate our frustration – we bitch back. And give ourselfs cool nicknames, and blog like crazy to tell the world what we actually are contributing with and to.

Not that I do not recognize the benefits of a cool, and smooth running operation in accounting, sales, logistics, operations, businessdevelopment, and so forth. But they get recognized because they contribute directly to the running of business. Human Resources does it in the background.

And they don’t get to get cool nicknames…
Have a good sunday, friends.

With great anticipation I watched the inaugural adress by Pres. Obama.

I had high hopes and ditto anticipations. Having watched WestWing (all 7 seasons) I dreamt of a leader as Josiah Bartlett – and you know what… I think he is here…

His speech was dark, but still a light of hope.

Semantic wise it was brilliant – and it was delivered with a belief from within. I was impressed with the way he emphasized that they chose to circle the waggons because the recession rather that the recession is here – now we circle the waggons. To me the difference is significant – and I still hold the belief that he is a briliant example of a leader of change.

He was honest – but he shows a way out of the situation so dire for the world, and not just America.

Today I say to you that the challenges we face are real. They are serious and they are many. They will not be met easily or in a short span of time. But know this, America – they will be met.

On this day, we gather because we have chosen hope over fear, unity of purpose over conflict and discord.

On this day, we come to proclaim an end to the petty grievances and false promises, the recriminations and worn out dogmas, that for far too long have strangled our politics.

and I really felt a surge when he said

Time and again these men and women struggled and sacrificed and worked till their hands were raw so that we might live a better life. They saw America as bigger than the sum of our individual ambitions; greater than all the differences of birth or wealth or faction.

This is the journey we continue today. We remain the most prosperous, powerful nation on Earth. Our workers are no less productive than when this crisis began. Our minds are no less inventive, our goods and services no less needed than they were last week or last month or last year. Our capacity remains undiminished. But our time of standing pat, of protecting narrow interests and putting off unpleasant decisions – that time has surely passed. Starting today, we must pick ourselves up, dust ourselves off, and begin again the work of remaking America.

For everywhere we look, there is work to be done. The state of the economy calls for action, bold and swift, and we will act – not only to create new jobs, but to lay a new foundation for growth.

Ladies and gentlemen – should any CEO stand up and utter those words with conviction, people will follow…

Last time I was in a company downscaling and fighting for every bit of “ground” my CEO forgot to motivate and inspire.

I really wished he would have had the courage to say

Our challenges may be new. The instruments with which we meet them may be new. But those values upon which our success depends – hard work and honesty, courage and fair play, tolerance and curiosity, loyalty and patriotism – these things are old. These things are true. They have been the quiet force of progress throughout our history. What is demanded then is a return to these truths. What is required of us now is a new era of responsibility – a recognition, on the part of every American, that we have duties to ourselves, our nation, and the world, duties that we do not grudgingly accept but rather seize gladly, firm in the knowledge that there is nothing so satisfying to the spirit, so defining of our character, than giving our all to a difficult task.

This is the price and the promise of citizenship.

We did not have the motivation to struggle… nor did we get the acknowledgement of the tasks done and the – in all modesty – great achivements achived…

it is just words – the more cynical would notice. True, I would retort… but words have the benefit of creating change, when action is put behind it. He believes that he WILL succeed and the unnamed american [employees) will succeed. If you believe in your tasks – then you have multiplied the possibility of success. The words show the path and the confidence. If it was felt by the audience, then it becomes their confidence. And I you have the confidence, then you will act with confidence rather than question your decisions and hesitate.

I do not see Josiah Bartlett when I look at Pres. Obama – but I hear him.

Great…

Well, this was the words from a European rather than a american. It is the words of a HR Partner that firmly beliefs that change comes with words rather than from a journalist or a Policitial Scientist.

Do have a nice day and drink to the fact that change is the only constant in human life.

/Steen

Recruitment and layoff.

I read a lot blogs in my pastime – redundancies are a common subject.

With the risk of just adding one more I would like to share my thoughts with you anyway

When the “ball” is rolling, costumers lining up at the door pawing to get in, recruitment is the name of the game.

You have to assist the management with describing what they really want, in regards to their organisation, tasks and colleagues.

It is the fun part of HR; you can fulfil the dreams of the applicants and the managers.

You have the position to decide whether those dreams become reality. I tried interviews where the recruiter displayed an immense arrogance; thank God it is a loooong time ago, but the experience stayed with me.

I emphasize to the manager, that we are most likely the first time the applicant gets to know someone from the company. The impression the applicant gets from that interview stays with them for a very long time.

Of course I need to test the candidate for motive, abilities and references and on occasion press for references.

But I have still to be respectful, careful and considerate in that process. Because the impression lasts, and lasts and lasts…

Now the situation looks so different. Oh dear, the world has changed. We went to bed in an economy just slowing down – and woke up one morning in an economy gone to Siberia.

Layoffs are an issue now that presses on the management and in the nature of gravity pulling the hard tasks downwards: it exerts it toll on HR.

I would like to emphasize that it is a more awful time for the for-applicant-now-colleague that faces the long, lonely walk down to the Unemployment Office than it is for the HR Partner. It is a terrible decision to sack people, and fortunately I have been blessed with managers, that shared my view:

It is a necessity for the company to survive, but we have still to be respectful, careful and considerate in that process. Because the impression lasts, and lasts and lasts… And it lasts not just for the one given their notice, but also for those who “stay onboard”.

Now management and leadership have to walk together.  You HAVE to keep focus on both groups. You have to assist those given notice in shaping a new future and you have to assist and show clear leadership in shaping a new road for the remaining employees.

Because the impression lasts…

And there are no easy cures. HR development is not just part of the organisations strategy in the Good Ol Times – it is a necessity in the Good Ol HARD times.

And if any: HRD is often one of the causalities of recession. It is expensive, but I really believe it is worth it.

Share your thoughts, please.

Steen