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Are we there yet? What's next for HR?

机译:我们到了吗?人力资源的下一步是什么?

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Over the last three decades, the practice of HR has experienced significant transformation. This has included HR moving from being a lower level, administrative and maintenance oriented function to operating in many organizations as a core business function and a strategic business partner. Because of dramatic changes that have occurred in HR, the question arises whether HR has arrived at its final destination or whether the journey will continue and if so, what is next for HR? In setting the stage to discuss the future of HR, we briefly describe the journey HR has traveled thus far since its emergence as afield. We characterize HR'S journey as having a singular direction and that is to add value to the organization. To continue in this direction we propose that future HR will need to adopt an outside/inside approach where the external environment and stakeholders influence what HR does inside the organization. From this, we discuss other specific actions HR will need, in order to add value, with respect to targets for HR work (individual, organizational, and leadership) and areas for HR investments (HR function, HR practices, HR people, and HR analytics). We present a number of propositions on these that can be used by researchers and practitioners in guiding future research and practice. (C) 2015 Elsevier Inc. All rights reserved.
机译:在过去的三十年中,人力资源实践发生了重大变化。这包括将人力资源从较低级别的,面向管理和维护的职能转变为在许多组织中作为核心业务职能和战略业务合作伙伴运作的职能。由于HR发生了巨大变化,因此出现了一个问题,即HR是否已到达其最终目的地,或者旅程是否会继续下去,如果这样,HR下一步将做什么?在为讨论HR的未来奠定基础时,我们简要描述了HR自从出现以来就走过的路程。我们将HR的旅程描述为一个单一的方向,那就是为组织增值。为了朝这个方向继续,我们建议未来的人力资源部门将需要采用一种外部/内部方法,其中外部环境和利益相关者会影响人力资源部门在组织内部的工作。由此,我们讨论了人力资源为增加价值而需要采取的其他具体行动,涉及人力资源工作的目标(个人,组织和领导)和人力资源投资领域(人力资源职能,人力资源实践,人力资源人员和人力资源)分析)。我们提出了一些建议,研究人员和从业人员可以使用这些建议来指导未来的研究和实践。 (C)2015 Elsevier Inc.保留所有权利。

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