Human resource management (HR management) should really be systemically important. But when companies are short on cash, the training budget is often the first to go. Training is sometimes the first thing to be cut in tough times. This clearly shows the importance of human resources. HR is something you can afford when things are going well. "Nice," but not a "need-to-have." How did this come about?
Confirmation vs. growth
The answer can be clearly illustrated by the mental distinction between "affirmation versus growth." Let's take a look back in time to find the raison d'être of human resources. When analyzing people, it quickly became clear that a lack of self-esteem is a serious issue. So HR focused on self-affirmation. "You are good just the way you are!" and "You are OK, I am OK!" No one should compensate for their character flaws by humiliating others. That makes sense.
However, focusing on the brand essence of "affirmation" with its subsidiaries "sympathy and closeness" has led to some interesting excesses. The quest for affirmation has turned into an affirmation trap. Parts of the continuing education industry have developed into a culture with an astonishing illusion of superiority.
Something like: "We are the trained, the certified. We know what we're doing. The others should listen to us." Meanwhile, many managers put up with HR measures because they have to. Like a colonoscopy. Close your eyes and get it over with. Then carry on as before. When asked about their deeper meaning, they often just shrug their shoulders. Every company, every department, and every product has its raison d'être. Just like every person. This raison d'être must be questioned regularly. Whenever the desired effect fails to materialize. Those who fail to do so will eventually be questioned by others. Through radical upheavals in the market or a crisis. Either the disruption is voluntary or it is forced. That is neither good nor bad. How should HR proceed now?
Prioritize mental growth
The first step is to recognize how much the preference for "validation" has created a paralyzing layer. Many people define themselves through human closeness. Only after intellectual insight can this "blind spot" also be recognized emotionally. Now it's time to face the challenge. How can people truly grow mentally? Become more aware of their intellectual abilities? It's not about squeezing the lemon even more, but about enlarging it. The price for this is mental effort. Without it, it won't work. So instead of focusing on validation here and now, HR could focus on validation for mental growth. It's a small difference with an incredibly big impact! That's what the future is all about. I am certain that this is the future raison d'être for new HR management.
Human development should not fall victim to budget cuts, but should be taken just as seriously as the purchase of a machine. Either disruption happens voluntarily now, or it will happen soon under duress. Are you on board?
