So what’s this “Brexit” thing we’ve all been hearing about then?
The HR Cat (Sarah Murray): Back in 2016, in order to retain the support of nationalists within the British Conservative party, Prime Minister David Cameron offered the UK a referendum on the UK’s EU membership. The people voted “Leave” by a margin of 52%/48%. The current Prime Minister, Theresa May, subsequently activated Article 50 of the Treaty of Lisbon, and the UK is now set to leave the EU on March 29th 2019 as an automatic operation of law.
Oh I see. So why is this in the news so much?
Photo: Zukunft Personal Europe
The pursuit of innovation is a key factor in competitiveness. In September 2018, we attended the HR Innovation Award Ceremony of the Zukunft Personal Europe which was the official opening of the EU level event. It was one of the most attended and inspirational sessions of the 3-days-long conference and expo, where HR newcomers and more established businesses got recognized for their product and service developments. Over the course of the last years, innovation in HR has become crucially important. It refers to an imaginative way of dealing with change, translated into actual implementation. It’s about generating new ideas, carrying out research and development, improving processes or renewing products and services.
At the ceremony, we got to know the 7 winners – in the categories of Startups and Established Companies – out of the 24 finalists (from 114 submitted applications) and in the following article, our goal is to share their cutting-edge concepts with you.
Photo: Zukunft Personal Europe
Workplace safety issues and dismissals. Labour strikes, lockouts and mounting numbers of resignations.
With all the above issues escalating, John Patterson, owner of the National Cash Register Company, in 1901, was pushed to his very limits. In a desperate – but certainly historic – attempt he decided to try something totally different. He set up a new team in charge of people management. And so the first HR department was born; tasked with creating the company’s compensation, employee relationships, workplace safety and compliance policies.
To be totally fair, those specific areas of people management did not transform that much in the following 100 years. To recap, early HR practices, over the first part of the 1900s, focused rather on a “watchmen” function and were tasked with keeping the record on employee data and initiatives. The second part of the 1900s was characterized by momentous societal changes that lead to more elevated expectations on equality and safety policies.
By today, not only is our socio-economic environment changing rapidly and constantly but the expectations of our employees as well. Gone are the days when the role of HR simply revolved around administration, compensation or protective regulation. What will become even more nuanced for HR managers in the future that will require the acquisition of new knowledge? In one single word: Everything!
Doubtful? Critical? Don’t click away just yet.
Keep reading as we bring you our top predictions as to where HR needs to focus on in 2019 and beyond, built on our conversations, with among others Ralph Hocke, the CEO of Spring Messe Management GMBH and the key takeaways from the 2018 Zukunft Personal Europe.