Since Keith H Hammonds wrote Why We Hate HR, Human Resources has adapted and changed with the growth of technology and fluctuations in demographic trends. We have moved away from “managing monetary levers” and moved our focus more towards “increasing the asset value of human capital” (Breitfelder & Wademan Dowling, 2008 Issue). In Keith’s paper, he focuses on four main points: “HR people aren’t the sharpest tacks in the box”, “HR pursues efficiency in lieu of value”, “HR isn’t working for you”, and “The corner office doesn’t get HR” (Hammonds, 2005). In my opinion, human resources now have greatly improved from what Keith experienced. Human resources are one of the fastest growing departments as it provides plenty of room for advancement, flexibility,
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The first argument that Keith H Hammonds proposed is that the best and brightest in business do not go for Human Resources as their first choice when they are starting out. This being may be true, but who can really say they ended up exactly where they had planned when entering business school. Over time we all adapt in different ways and in this case people move into Human Resources because they’ve learned the amazing impact they can make by working hand and hand with the organization to creating an engaging organizational culture. Keith goes on to talk about how people shouldn’t go into HR just because you like working with people, there is more to HR then just managing employees (Hammonds, 2005). On the other hand “you shouldn’t pursue a career in HR without having a passion for working with others” (Erstad, 2017). In my opinion, this is because Human …show more content…
“The HR department has gone through drastic changes in the last 10 years alone. Thanks to the emergence of a slew of technologies that automate much of the work traditionally done by HR professionals, the HR department that exists today looks almost nothing like the ones that existed before” (Reynolds, 2016). We have shifted our focus to developing our employees resulting in corporations are seeking more impute from Human resources to help them reduce costs of such as turnover rates and increase revenue. “When HR departments focus on increasing engagement, not only does the quality of the work improve on a company-wide basis, employees are more likely to get along with one another” which in turn fosters a positive and productive environment (Reynolds, 2016). This is why in most organizations today “HR professionals are a vital part of a company's strategic management team” (Bauer,
The first argument that Keith H Hammonds proposed is that the best and brightest in business do not go for Human Resources as their first choice when they are starting out. This being may be true, but who can really say they ended up exactly where they had planned when entering business school. Over time we all adapt in different ways and in this case people move into Human Resources because they’ve learned the amazing impact they can make by working hand and hand with the organization to creating an engaging organizational culture. Keith goes on to talk about how people shouldn’t go into HR just because you like working with people, there is more to HR then just managing employees (Hammonds, 2005). On the other hand “you shouldn’t pursue a career in HR without having a passion for working with others” (Erstad, 2017). In my opinion, this is because Human …show more content…
“The HR department has gone through drastic changes in the last 10 years alone. Thanks to the emergence of a slew of technologies that automate much of the work traditionally done by HR professionals, the HR department that exists today looks almost nothing like the ones that existed before” (Reynolds, 2016). We have shifted our focus to developing our employees resulting in corporations are seeking more impute from Human resources to help them reduce costs of such as turnover rates and increase revenue. “When HR departments focus on increasing engagement, not only does the quality of the work improve on a company-wide basis, employees are more likely to get along with one another” which in turn fosters a positive and productive environment (Reynolds, 2016). This is why in most organizations today “HR professionals are a vital part of a company's strategic management team” (Bauer,