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A question came my way from a college sophomore taking a business curriculum and thinking of declaring a major in human resource management. The question posed: is there a future in HRM? Is HR a viable field to major in and build a future around? What’s a normal day in HR like?
Now, part of me is jealous. No way I’d give up all I’ve learned in the past 25 years. Oh, maybe I’d surrender a few of the scars, but what I wouldn’t give to be in her Louboutins. Or maybe Birkenstocks. This is a wonderful time to be entering this field. In the next 50 years (and most likely beyond) the difference more than ever in whether an organization prospers or falls by the wayside will be its people. Technology will not differentiate, the size of your building or facilities will not, and even your product will not. It’s all about the people.
So here are some tips I shared as someone who came to HR after two other careers.
– Be sure to learn about business, not just HR. I spent years as a line manager and knowing what managers go through in trying to do their jobs has always served me well. It enhanced my credibility with the managers with whom I worked. At some point in your career, take a line assignment. Know the business you’re in.
– Spend time as a generalist. Don’t specialize too soon. At some point in your career you will gravitate toward one aspect of HR that intrigues you most. Before that happens, gain exposure to as many of the core HR functions (staffing, compensation, benefits, employee/labor relations, Training/OD, HRIS) as you can.
– Don’t expect normal workdays. Everyday in HR presents something new and different. And that’s good. If you welcome this, you will never stop learning.
– Oh yeah, never stop learning. Your degree will entitle you to look for a job and in some ways even equip you to hold one. Your true education comes after you graduate.
Okay, I’m way over 140 characters so I may have lost you somewhere in my second bullet, so I’ll stop now. But not until I give you one more piece of advice. Keep networking. It’s how you’ll find your first job, your next job, and your way.
Only the best,
Ron
Yes – definitely a future in HR, but no longer traditional roles. Business now looks for expertise in finance, business, accounting and strong ability to look beyond strict policies. Flexibility while staying within the confines of the law is critical. You must be able to keep your balance on the tightrope while running. A legal background or extensive experience in employment law would be good also. Legacy HR roles and functions are and will continue to be outsourced.
Right on Michele. While HR is changing faster than apps are being created for smartphones there are some basics that will endure. A solid grounding in the laws is essential regardless of the function. Traditional “personnel” roles will be done in the most cost-effective ways.
Thanks,
Ron
Fun and informative, Ron Katz knows what he is talking about!
Ron: GREAT post, and as a member of HR W&D (Keith Bogen’s group), I was delighted to receive it. I think the question might better or more precisely be posed by turning it “on its head”. To whit: “WHAT future could I have in HR?” HR has futures for all stripes and types: relationship-builders, analysts, designers/creators, administrators, techs, “watchdogs”/compliance shepherds, visionaries, etc. And that’s one of things that I love about HR. It has so many different iterations and facets!
We never get tired in HR (exhausted maybe but never tired) because no two days are the same. We are constantly given the chance to learn and explore new things. If you’re the type of person who flourishes in that environment, then you have chosen the right field!
Only the best,
Ron
I have been in the not-for-profit industry for several years and now in transition. I still am strongly motivated to work for a place with a strong mission that I believe in wholeheartedly! That is what inspires and motivates me. I want something more than a paycheck. I want to make a difference. I am not a business personality however, flexible. However, these days with funding, I don’t know. I’m curious as to other people’s take on working for non-profits especially in New York City.
excellent response!! The best part of the advice was recommending a position outside of HR.
Thanks Jay! I treasure my time as a manager. It gave me remarkable and transferrable insights. And credibility!
Only the best,
Ron
Although I agree with your thoughts, you really did not answer the original question, namely “Is there a future in HR?”. My response – NO, at least not as currently constructed.
IMO there will only a few strategic leaders of HR in house and most other services will either be automated or outsourced.
The speciality services like Benefits, Comp, HRIS, Training etc. will be outsourced to vendors. Recruiting/sourcing of candidates will be primarily outsourced.
Most HR “generalist” duties will go back to the line organizations that really owned them in the first place. I see a few business partners that coach/counsel/consult with the operations and one or two strategic HR folks that work with the top of the house to put in an aligned HR Vision/Strategy for the organization that the Operations People own.
Technology will eliminate any remaining administrative/data entry type positions.
There will be HR positions but the mix and location of who is employing them will be very different.
Howard, you’re right. There is no future in traditional HR and if that’s what someone wants to do, they will be disappointed.
When you look at the future of HR the greatest emphasis will be in the strategic elements, not the transactional ones, as you point out. I strongly feel that there will always be a place for a visionary HR professional with goals aligned with the goals of the organization. So there may be fewer HR people in an organization, acting in new and different ways, but as long as there are people working in organizations in some way, shape, or form there will be a place for HR.
Thanks for your comments and insights.
only the best,
Ron
I get questions about being in HR quite frequently as a recruiter and someone that is a regular on local university career panels. I actually wrote a similar blog a few weeks ago.
The one misconception a lot of students have is that HR is primarily about “helping people” as an advocate. While there is certainly a major component to that in HR, the primary goal of the profession is to safeguard an employer legally, and the “capital” just happens to be humans. If HR cirriculum spells out the actual responsibilities early enough, students will come to understand that there is no way any organization that employs people will *ever* be able to do without some sort of HR function.
Excellent points, Kristen! I have often had to grit my teeth and explain to people that, “No, I am not a #@&%$#@+! People Person!” Unfortunately I have found, as it seems you have, that not enough universities do a good enough job of preparing future HR professionals. I sometimes wonder if this has anything to do with the inability of many university HR departments to effect the necessary changes. The deans and department chairs wield an inordinate amount of power in academia, and sometimes HR is not permitted to do their jobs effectively. Hence, they may be a poor role model for what an empowered, professional HR department can accomplish.
Thanks for your insights.
Ron