Comments on: Putting HR Out of Business

By: On Auto Mechanics | HR Examiner with John Sumser

On Auto Mechanics | HR Examiner with John Sumser — Thu, 22 Jul 2010 14:56:06 +0000

[...] Jeff read Putting HR Out of Business in these very [...]

By: Monster 5 For Friday Top Recruiting and Workforce Articles | MonsterThinking

Fri, 16 Jul 2010 16:03:22 +0000

[...] Putting HR Out of Business (HRExaminer) John Sumser takes a critical look at HR’s fundamental business model and what the [...]

By: RMSmithJr.SPHR

RMSmithJr.SPHR — Fri, 16 Jul 2010 12:12:00 +0000

My thoughts on the way into work this morning centered on re-inventing HR. For if we do not sieze the initiative to re-invent ourselves, someone else will be doing that for us. Government is already doing that. Stay tuned for the DOL’s Plan/Prevent/Protect strategy which seeks to redefine HR into Chief Compliance Officers.

Ego sum unus. Ego opus unus.

By: kevinwgrossman

kevinwgrossman — Fri, 16 Jul 2010 10:45:40 +0000

I echo Laurie, although not nearly as articulate. Too many leaders – from executive management to line managers to project managers – perpetuate a millennia of top-down enabling. Empower staff in self-suffiency while leading small and thinking big. Then disappear. We've been evolving that way at our firm for years.

By: John Sumser

John Sumser — Thu, 08 Jul 2010 12:45:44 +0000

That's smart, Laurie. It would be great if every HR and Recruiting pro took the time to imagine working themselves out of a job. I'm glad you're carrying the torch.

By: Laurie Ruettimann

Laurie Ruettimann — Thu, 08 Jul 2010 12:40:44 +0000

I've been advocating the "animal rescue" approach in HR for years. If you spay & neuter pets, you don't need animal rescues and foster homes and shelters. It's that simple. Focus on the core problem. We implemented some of these animal rescue principles on my HR team while I was at Pfizer. You don't need a Human Resources generalist in Terre Haute or Overland Park or LaJolla if you teach your leaders how to lead and manage. HR can be commoditized and we can leverage technology to deliver information and improve manager-led processes like performance reviews, the compensation cycle, etc.

Let me add: the same can be said for recruiting. Leaders are recruiters. Recruiters are hired help, IMHO. No better than Human Resources. Sometimes worse. They fill a void created by perception. Oftentimes, management laziness drives a tremendous amount of business to third-party recruiters. I said to my leaders, "You want budget? You want headcount? You want status? You earn it. Own the hiring process. I'll help."

The best recruiters I know are all about education/skill transfer. They may *source* candidates, which is a skill that most leaders & hiring managers in Corporate America don't have, but they also teach leaders how to develop a network for themselves.

I just told the SHRM students attending the national conference (future recruiters, generalists, benefits & comp leaders) that they should never be afraid to work themselves out of a job. Just do it the right way.