Comments on: Who's Famous in HR? http://www.knowhr.com/blog/2009/05/13/whos-famous-in-hr/ Know More HR. Wed, 08 Sep 2010 15:45:07 +0000 hourly 1 http://wordpress.org/?v=3.0.1 By: kavitha http://www.knowhr.com/blog/2009/05/13/whos-famous-in-hr/comment-page-1/#comment-5696 kavitha Tue, 27 Jul 2010 10:41:54 +0000 http://www.knowhr.com/blog/?p=1796#comment-5696 I wont agree with your point. how you can tell that everyone will become a HR in an organization? Because the HR only knows all the employees attitude, strength and weakeness, they are dealing with people. other people are dong routione works in that organization. I wont agree with your point. how you can tell that everyone will become a HR in an organization?
Because the HR only knows all the employees attitude, strength and weakeness, they are dealing with people. other people are dong routione works in that organization.

]]> By: Angela Rao-Brown SPHR http://www.knowhr.com/blog/2009/05/13/whos-famous-in-hr/comment-page-1/#comment-3705 Angela Rao-Brown SPHR Fri, 15 May 2009 14:27:32 +0000 http://www.knowhr.com/blog/?p=1796#comment-3705 Dr. Jac Fitz-enz - Father of human capital strategic analysis and measurement. Dr. Jac Fitz-enz – Father of human capital strategic analysis and measurement.

]]> By: HR World » Blog Archive » Friday Links: Managing Change, HR Celebs http://www.knowhr.com/blog/2009/05/13/whos-famous-in-hr/comment-page-1/#comment-3704 HR World » Blog Archive » Friday Links: Managing Change, HR Celebs Fri, 15 May 2009 13:21:11 +0000 http://www.knowhr.com/blog/?p=1796#comment-3704 [...] KnowHR wonders who is famous in HR. While other industries have their well-knowns, HR well-knowns are … hard to come by. [...] [...] KnowHR wonders who is famous in HR. While other industries have their well-knowns, HR well-knowns are … hard to come by. [...]

]]> By: Rick http://www.knowhr.com/blog/2009/05/13/whos-famous-in-hr/comment-page-1/#comment-3703 Rick Thu, 14 May 2009 12:16:23 +0000 http://www.knowhr.com/blog/?p=1796#comment-3703 Sarah, I understood your message. There were points to be made both with my narrow and your broad interpretation of the question. My way was more American Idol and yours more Harvard Business Review. No disagreements from me about the skills management needs but rarely has. A perfect example occurred this week for me when I just assumed something stupid came from management. http://48facets.wordpress.com/2009/05/13/i-was-punkd/ Sarah,
I understood your message. There were points to be made both with my narrow and your broad interpretation of the question. My way was more American Idol and yours more Harvard Business Review.

No disagreements from me about the skills management needs but rarely has.

A perfect example occurred this week for me when I just assumed something stupid came from management. http://48facets.wordpress.com/2009/05/13/i-was-punkd/

]]> By: Sarah Chambers http://www.knowhr.com/blog/2009/05/13/whos-famous-in-hr/comment-page-1/#comment-3702 Sarah Chambers Thu, 14 May 2009 09:39:03 +0000 http://www.knowhr.com/blog/?p=1796#comment-3702 Rick You did that I'm-going-to-disagree-with-you-and-make-you-feel-great-about-it thing. A very rare skill. I oversimplified! I continue to be frustrated that we call folks "managers" but we don't pay attention to what they do as "managers". I totally agree that subject knowledge is important. To me, it's the price of entry. People get promoted for being good at what they do. The new thing is often the "manager" part. There is another huge part beyond specific knowledge of a topic or influencing people and that's understanding business. The best HR people I know view HR as a business function. It exists to help the business succeed. My point of view: better managers = more business success (higher productivity, less turnover...) I'm going with Peter Drucker as the famous one here. Some of what he said... • Accept the fact that we have to treat almost anybody as a volunteer. • Company cultures are like country cultures. Never try to change one. Try, instead, to work with what you've got. • Executives owe it to the organization and to their fellow workers not to tolerate nonperforming individuals in important jobs. • Most discussions of decision making assume that only senior executives make decisions or that only senior executives' decisions matter. This is a dangerous mistake. • Most of what we call management consists of making it difficult for people to get their work done. OK... he said LOTS of other cool stuff. But these things, if it looks like HR and sounds like HR maybe it is HR? Rick

You did that I’m-going-to-disagree-with-you-and-make-you-feel-great-about-it thing. A very rare skill.

I oversimplified!

I continue to be frustrated that we call folks “managers” but we don’t pay attention to what they do as “managers”. I totally agree that subject knowledge is important. To me, it’s the price of entry. People get promoted for being good at what they do. The new thing is often the “manager” part.

There is another huge part beyond specific knowledge of a topic or influencing people and that’s understanding business. The best HR people I know view HR as a business function. It exists to help the business succeed.

My point of view: better managers = more business success (higher productivity, less turnover…)

I’m going with Peter Drucker as the famous one here. Some of what he said…
• Accept the fact that we have to treat almost anybody as a volunteer.
• Company cultures are like country cultures. Never try to change one. Try, instead, to work with what you’ve got.
• Executives owe it to the organization and to their fellow workers not to tolerate nonperforming individuals in important jobs.
• Most discussions of decision making assume that only senior executives make decisions or that only senior executives’ decisions matter. This is a dangerous mistake.
• Most of what we call management consists of making it difficult for people to get their work done.

OK… he said LOTS of other cool stuff. But these things, if it looks like HR and sounds like HR maybe it is HR?

]]> By: Rick http://www.knowhr.com/blog/2009/05/13/whos-famous-in-hr/comment-page-1/#comment-3701 Rick Thu, 14 May 2009 03:18:04 +0000 http://www.knowhr.com/blog/?p=1796#comment-3701 Sarah, This is rare but I must disagree with you. Maybe HR SHOULD be a part of everyday management--or HR is a subset of Management as a subject manager. Whatever. The point to me is there really is no HR rock star. Heck HR people are not even infamous the way a star CFO taken away in handcuffs could be. Within the business community I am sure that some of the top headhunters and/or Exec Comp consultants are well known beyond HR but that is the limit. Having said all that I would not bet money against you or your partner being the first world famous HR star. Sarah,
This is rare but I must disagree with you. Maybe HR SHOULD be a part of everyday management–or HR is a subset of Management as a subject manager. Whatever. The point to me is there really is no HR rock star. Heck HR people are not even infamous the way a star CFO taken away in handcuffs could be.
Within the business community I am sure that some of the top headhunters and/or Exec Comp consultants are well known beyond HR but that is the limit.

Having said all that I would not bet money against you or your partner being the first world famous HR star.

]]> By: Nora Burns http://www.knowhr.com/blog/2009/05/13/whos-famous-in-hr/comment-page-1/#comment-3700 Nora Burns Wed, 13 May 2009 22:20:04 +0000 http://www.knowhr.com/blog/?p=1796#comment-3700 Marshall Goldsmith - He's brilliant http://www.marshallgoldsmithlibrary.com/ Marshall Goldsmith – He’s brilliant http://www.marshallgoldsmithlibrary.com/

]]> By: laurie ruettimann http://www.knowhr.com/blog/2009/05/13/whos-famous-in-hr/comment-page-1/#comment-3699 laurie ruettimann Wed, 13 May 2009 22:11:33 +0000 http://www.knowhr.com/blog/?p=1796#comment-3699 I have two questions: what's the threshold for famous and what's the threshold for HR? Bob Sutton (sorta famous) Penelope Trunk (sorta HR) We need to figure out the criteria for being famous and create a personal development plan for HR professionals out there. :) I have two questions: what’s the threshold for famous and what’s the threshold for HR?

Bob Sutton (sorta famous)
Penelope Trunk (sorta HR)

We need to figure out the criteria for being famous and create a personal development plan for HR professionals out there. :)

]]> By: Michael VanDervort http://www.knowhr.com/blog/2009/05/13/whos-famous-in-hr/comment-page-1/#comment-3698 Michael VanDervort Wed, 13 May 2009 17:44:21 +0000 http://www.knowhr.com/blog/?p=1796#comment-3698 Libby Sartain Marcus Buckingham David Ulrich Tim Ferris - since he had the #1 Hr blog on some top 50 list I didn't make a couple weeks ago (His blog is not an HR blog. It is a business/lifestyle/vanity/moneymaking scheme blog!) Drew Carey Libby Sartain

Marcus Buckingham

David Ulrich

Tim Ferris – since he had the #1 Hr blog on some top 50 list I didn’t make a couple weeks ago (His blog is not an HR blog. It is a business/lifestyle/vanity/moneymaking scheme blog!)

Drew Carey

]]> By: Stress Mark http://www.knowhr.com/blog/2009/05/13/whos-famous-in-hr/comment-page-1/#comment-3697 Stress Mark Wed, 13 May 2009 17:33:38 +0000 http://www.knowhr.com/blog/?p=1796#comment-3697 I came across this myself yesterday as I was offering to look at what well-known HR people embody for a UK HR magazine - then I realised there weren't any and the Apprentice and Dragon's Den candidates were better known than any HR folks! If no one is famous in HR it's because it's not important to people - sad fact. All the Bobble-head best from Brighton, Mark I came across this myself yesterday as I was offering to look at what well-known HR people embody for a UK HR magazine – then I realised there weren’t any and the Apprentice and Dragon’s Den candidates were better known than any HR folks!

If no one is famous in HR it’s because it’s not important to people – sad fact.

All the Bobble-head best from Brighton,
Mark

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