#NZLEAD PREVIEW: The future of work

I asked Hassanah Rudd, recruiter extraordinaire, to write the topic for this week’s tweet chat. In her blog ‘Getting so frustrated‘, Hassanah challenges the status quo of employing people on a full time basis and requiring them to be present in the office.

This is not just an issue for woman (and men) with families but also for retirees looking for different work options and younger generations with an expectation of more flexibility. We want to be able to balance work, family, exercise and everything else.

Personally, it is easy for me to take this issue to heart and this week it has been slapping me in the face more than normal. Starting with Hassanah’s blog, then an article in the NZ Herald about too few woman on boards and then, what I thought was a rather blunt blog, about being a breadwinner or marrying a breadwinner that Sarah Miller tweeted.

Because when you’re a married female with an awesome job, great career prospects, a biological clock ticking away and already struggling to balance work, exercise, family and friends, the prospect of throwing kids into that mix is a terrifying cross-roads.

There are also bigger questions and realities here about how time out from the work-force impacts woman’s (and sometimes men’s) ability to climb the career ladder and reach senior and board positions. So how do we support educated, qualified, well presented, energetic, experienced, hard working, dedicated people with excellent CVs, track record and references, to stay connected to their careers?

Our questions for this week’s tweet chat are:

Q1) How do you balance all aspects of your life? What works? What doesn’t?

Q2) What are the consequences of maintaining a 9 to 5 and present in the office management style?

Q3) What does the future of work look like?

Q4) How can HR influence and sell this concept to key stakeholders?

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#NZLEAD RECAP: What is HR actually supposed to do?

Another great week on #nzlead, and yet again we had excellent participation from those who attended last week, and also some new comers as well.

The topic this week was a broad one, which was done on purpose to see where everyone sat with the idea of HR and what HR is supposed to be doing. It was interesting to see some of the answers to our questions.

What was your elevator pitch for HR? Some great tweets of what people used to summarise our profession was great:

It was very interesting to see what people thought was missing from HR and what HR’s value proposition was..

This is only some of the evidence that there are some good thoughts and perspectives out there, and it’s great to see that this is not only in NZ but around the world. What was interesting in this conversation was that as we continued to probe the questions, and answers followed through there were a lot of other issues/statements of HR that found common ground regardless of where we were practicing our work. ‘HR Technology, lack of strategic input, inundated with administration work’ these are all issues that no matter where you practice HR you will/may come across.

As we go through this year and our series of #nzlead chats we will cover a lot of those topics, and also feed in a few little new ones along the way.

HR is a function that every organisation should utilise and value, but it is also HR’s duty to ensure the organisation sees that value and learns to appreciate the input that HR has.

For a full stream of our tweet chat: Storify Feed

#NZLEAD PREVIEW: What is HR actually supposed to do?

I am entering third year of being a HR Practitioner and sometimes wonders.. What the heck is HR actually supposed to do? I know what I’ve learned at university, but have realized how different the real world is. HR does a range of things, and we are just wondering… What is HR’s purpose?

I came across a blog post written by Angela Smith called Why HR is Known as the Necessary Evil and it covers a few points that I am interested in within this particular topic. In last weeks #nzlead tweet chat, there were comments of organizations not valuing HR, but what are they supposed to value?

Questions to think about for Thursday night…

1) What is your elevator pitch for HR?

2) What is missing in HR to support your pitch?

3) What is HR’s value proposition?

4) How should HR market its proposition?

Looking forward to your thoughts on the above questions on Thursday night, 24 January 7pm NZT

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