Why HR does not "Have a Seat at the Table"
From Gary Salton, from the Organizational Engineering blog ...
Twenty six (26) Vice Presidents of Human Resources were compared to 207 VPs of other functions. The purpose of the research focused on statistically significant differences that might account for HR's lack of regular participation in corporate-wide strategy and policy decision forums.
The study revealed that Vice Presidents of HR had a significantly less inclination to analyze, assess and predict outcomes that were of a long-term character involving new or novel approaches. HRs inability to reliably predict outcomes in a manner that is verified with the passage of time means that their input is relegated to the level of an opinion. This contrasts with Finance and Marketing whose views become judgements because they are offered with tight reasoning and data-backed logic.
The value of HR opinions is further depreciated because the knowledge they offer is not exclusive. Everybody has people working for them and with them. This makes everybody an expert. Thus opinions abound. An unlimited supply of opinions means that the value of any particular opinion is dramatically reduced--including that of HR.
HR versus OTHER FUNCTIONS
Twenty six (26) Vice Presidents of Human Resources were compared to 207 VPs of other functions. The purpose of the research focused on statistically significant differences that might account for HR's lack of regular participation in corporate-wide strategy and policy decision forums.
The study revealed that Vice Presidents of HR had a significantly less inclination to analyze, assess and predict outcomes that were of a long-term character involving new or novel approaches. HRs inability to reliably predict outcomes in a manner that is verified with the passage of time means that their input is relegated to the level of an opinion. This contrasts with Finance and Marketing whose views become judgements because they are offered with tight reasoning and data-backed logic.
The value of HR opinions is further depreciated because the knowledge they offer is not exclusive. Everybody has people working for them and with them. This makes everybody an expert. Thus opinions abound. An unlimited supply of opinions means that the value of any particular opinion is dramatically reduced--including that of HR.
HR versus OTHER FUNCTIONS
The study can be read at the garysalton.blogspot. You can also see it at Gary's website at oeinstitute under Recent Publications.
posted by mick yates @ 6:42 AM permalink
0 Comments:
Post a Comment
Links to this post:
Create a Link
<< LeaderValues home
<< back to the blog