The current coronavirus crisis has once again made it particularly clear that when money is tight, people immediately cut back on things they can easily do without. Many cut their training budget first. This means that training can very easily be dispensed with. Human development is not systemically relevant. It is not a "need-to-have" but a "nice-to-have."
This result is not up for debate. And it has nothing to do with the fact that people should currently avoid physical contact. This result has been observable for several years. It is reality and the starting point of this thesis paper. After a conceptual analysis of the situation and how it arose, the following thesis paper deals with what needs to happen in order to significantly increase the effectiveness of personnel development in human resource management (HR) for the future. Essentially, it is about a change of identity in human resource management. The result of this chain of thought, this reinvention, is as follows:
Today's human resources development has become entrenched and stuck in its brand essence of "confirming the status quo." It now needs to question itself and reinvent itself. By transforming its brand essence to "confirming intellectual growth," it can and will overcome this stagnation.
If you are wondering whether it is worth continuing to read, you should answer the following questions honestly for yourself:
- How satisfied are you with the genuine respect shown toward HR in your organization?
- How satisfied are you with the results of personnel development by the human resources department for the organization? Really? Not what you're supposed to say officially. Is it a "nice-to-have" or a "need-to-have"? In other words, is it really systemically important?
- Are you seriously interested in ways in which you can change this?
Human resource management—what a wonderful idea
Unleashing all available human potential within a company. Eliminating discrimination, recognizing diversity, and leveraging it to fulfill the company's purpose while enabling everyone to become the best person they can be. Strong people. Strong results. Strong companies. A great challenge with a lot of meaning and many opportunities. That's why I follow this idea with all my heart. It has long since become my calling. First, ten years as leader salaried leader. Now, for more than 20 years as an expert, author, and entrepreneur in the continuing education industry. What reads like praise so far has unfortunately taken a 180-degree turn. Why?
Because human resource management has maneuvered itself into a dead end due to a weak self-image. And now it is stuck there—like a powerful truck carrying valuable goods that has gotten stuck in the gravel on the side of the road and is spinning its wheels. It has great cargo on board, but it can't really move forward. This document is about how to recognize and change this situation.
It is my duty to address the issue.
My aim in this position paper is not to discredit anyone. That would be too cheap. Rather, it is about a sober, clear impact analysis with constructive solutions. Certain drivers that have been collectively—and mostly unconsciously—at work for far too long should be made visible. As objectively as possible. Serving the cause. With an awareness of possible subjective misjudgments. It would be nice if these thoughts inspired others to think along and further. That would make me happy. Because from a personal point of view, this intellectual impasse pains me greatly. It has for several years now. For me, human development is a meaning of life in itself.
We were born to understand the world and ourselves and to grow spiritually. To transform our talents into strengths so that we can serve others. responsibility people responsibility and responsibility make this visible through results. Is this a naive dream? For me, it is worth every breath to work towards realizing this dream. This clarity and consistency sometimes make me appear uncompromising in the eyes of others.
But I am certain that, from a business perspective, millions are being squandered on ineffective training measures. Why? The tools, the apps, are being improved at great expense. However, the operating system on which the apps run, the thinking system, remains outdated. Pretending to have character (image) is becoming more important than having real character. The actual benefits of training are being questioned more and more. There is a growing fatigue with training, especially among those in positions of greater responsibility.
Of course, the points described do not apply to everyone and everything in human resource management. There are people in companies who have long since recognized what I am sharing here and want to change it. From my point of view, that's about 20 percent—and 80 percent have not yet done so. The time is ripe for change. This is reflected in enough conversations I have had. That's why I feel it's my duty to address the issue.
In the process of making my decision, I had three options:
- Fighting windmills: I could continue to fight against the situation, fueled by my frustration over the stagnation that I have felt for over a decade. And thus regularly fail in the face of resistance from the status quo. That's how it is now.
- Result: frustration.
- After me, the deluge: I could resign myself to the situation, reduce my drive, adapt, and simply carry on. Things are going very well for our institute. We are developing splendidly.
- Result: numbness.
- Eyes open and onwards: I face the situation and try to raise awareness of the issue. In the hope that more and more people will also recognize it. Turning unconscious incompetence into conscious incompetence. So that there is an opportunity for insight and intellectual growth.
- Desired outcome: Mental transformation.
Now you surely understand why and how I made my decision. You can read my thoughts on this topic in the next blog post in this series, "HR must reinvent itself!" It's worth reading.
Yours, Boris Grundl
