I am going to finish by saying again what I said at the first post of Human resource managemnt. How you do HR, at your place, is up to you. You don’t have to follow some sort of best practice. You don’t have to do what went before. We have talked a great deal about adding value – you need to define what this means, how and to whom. To be truly effective, HR practice should be tailored to the context within which it is set, and for the particular needs and demands of its own unique organisation.
HR is not always an easy job, but it can be a truly fulfilling one. You will develop a unique understanding of your organisation and its people. You can get to have an influence over how those people learn, feel, develop. You can make their working lives better and more interesting. As a career it has breadth and the opportunity for continuous personal growth. There are some amazing people working in HR. The CEO of the CIPD, Peter Cheese, is fond of saying that there has never been a better time to work in HR. We agree with him. Our agenda is simply huge. There is more of an understanding of the vital roles of organisational culture, people contribution and neuroscience than ever before.
At the same time, there is still much to be done to increase this understanding and push forward the relevance and value of this thing called Human Resources.
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