Human Resources or People Experience?

A reckoning in progress!

The teams of today require a release of the classical Human Resources approach within organizations and create a call to action to evolve this function into one of People Experience.

How is People Experience different from Human Resources?

Human Resources - company interests over employee interests

People Experience - people interests as important as company interests

Human Resources - positions employees as resources to be leveraged

People Experience - honors people as assets to be supported and empowered

Human Resources - drives growth for the limited purpose of supporting the company

People Experience - supports growth of the person; company benefits by proxy

Human Resources - views employees productivity as an exclusive right

People Experience - fundamentality recognizes work as only one element of a person

Human Resources - crafts policies that assume the worst in its employees

People Experience - crafts policies that assume the best in its people

Human Resources - HR is not your friend

People Experience - trust is earned by authentic support

Human Resources - avoids company accountability at all costs

People Experience - has the capacity for organizational accountability when wrong

Human Resources - views employees as an expendable commodity

People Experience - knows that people are the most important element to be protected

Human Resources - talks of family, tribes, expected and forced connection

People Experience - builds the conditions of community without expectation

The organizations that will succeed in the long term will evolve their approach to honor the fundamental humanity of their people and shift from an approach of Human Resources to one of People Experience.

This shift is possible when we Grow. Together.