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Human resources is not the

field it once was. Gone are the

times when the HR manager

could walk around the office,

be friends with everyone,

and deal with the issues as

they came up. Much more

is expected now: business

leaders are asking their HR

employees to be business

consultants, providing

employee engagement

strategies, data and analysis,

and developing the business’s

next generation of leaders

and managers.

But is the HR of today

qualified to do this? Do these

employees want to turn into

analysts and developmental

program coordinators? And do

they get the choice?

This part of your business—

just like many parts of your

business, we know—is at a

crossroads in its industry.

Trends are shifting, and

the knowledge your HR

professionals currently can

bring to the table may not be

enough to satisfy Millennials,

the up-and-coming Generation

Z, or your ever-evolving

leadership style.

So when you ask your HR

department to develop a new

training program for new

employees, ask yourself this:

are you training your HR team?

“The function of HR has

really changed,” said Josh

Bersin, Principle and Founder

of Bersin by Deloitte, an

organization that helps

companies develop strong

research-based people

strategies to drive business

performance.

8

|

thebossmagazine.com

|

November 2015

LEADERSHIP

“This is a personal crusade

of mine: only 12 percent of

HR organizations provide

professional development

for themselves. There’s a lot

of training for the rest of the

company, but very little help

for them to become better

at their craft. There is an

absolute need for this.”

Josh Bersin, Principle and Founder of Bersin by Deloitte