The State of the HR Profession

Abstract

We want to create a new narrative about the human resource (HR) profession. HR professionals have often been plagued with self-doubts, repeatedly re-exploring HR's role, value, and competencies. If HR is to fully (and fi nally) become a profession, these self-doubts need to be replaced with informed insights. These informed insights should be based more on global data than personal perceptions so that the emerging narrative for the HR profession has both substance and meaning.

Big Data in Organizations and the Role of Human Resource Management

“…The current imbalance creates ground for the ongoing turf war within HRM. HRM is already facing an existential crisis (Ulrich et al 2013). Data-driven applications take over several core fields of HRM and HRM is at the moment neglecting the chance to focus on the task of strategic HRM.…”

“…Even though both sides obviously exaggerate their claims and, apparently, strongly oppose each other, both contribute towards the erosion of the HRM function in an organization (Ulrich et al 2013, Cappelli 2015, Charan et al 2015, Stone et al 2015. On the one hand, the anti-guessworkers are implementing data-driven structures that will eventually lead to the obsolescence of the HR department.…”

“…This reorientation will lead to new roles for the HR department. These new roles are oriented on the categorization of Ulrich et al (2013), however, adapted to the unique settings within a homeodynamic organization. Therefore, I present six unique roles (HR konstruktor, canon keeper, theorycrafter, built-in Schumpeter, data maker, and data geek) and one cross-sectional role being the big data watchdog.…”

“…Cappelli 2015, Charan et al 2015, Stone et al 2015 discuss the role of HRM in the future of organizations. In recent years, the research by Ulrich et al (2013) is often suggested as a clear picture of how HRM needs to change and what competencies are necessary for HRM to be able to deal with the ever-changing new environment. As Ulrich et al (2013: 457) state: "HR professionals have often been plagued by self-doubt, repeatedly re-exploring HR's role, value, and competencies", when facing the massive transformation.…”

“…Consequently, HRM will have the chance to heed the call of big data at these times, and focus on people. In Table 14, the six new roles suggested by Ulrich et al (2013) are shown, as are the roles for a HR department concerning big data within an organization. They are following the logic of the roles required, however, with a distinct focus on the special situation of HRM regarding big data.…”