What goes around comes around...
People Practise has eveolved from Welfare to Personnel management to HRM to HCM.
Is changing the name of the practise a defining change?
My take (just stating the obvious) - Human Resource Management is used to encompass many different areas of HR including HCM, Personnel Management, Talent management, Development.
The names do not give facelift. HRM is sufficient. What HR will deliver to the organisation and how it conducts itself will give the facelift.
HR in the Board of the organisation/executive management will give the facelift.
On an average 40% of the organisation cost is people cost - HR taking ownership of this spend and making a conscious effort on innovative processes will give it a facelift.
WHAT YOU SEE IS WHAT YOU GET
How HR projects itselfs to employees, Management and executive board will give it a facelift. HR can be transactional and a paper pushing Job. HR can also be a strategic and Adrenalin pumping career.
Do you have metrics to present to the board on a daily basis? What is your cost to hire today?
Send reminders to employees who have not put in their appraisal in one click.
What % of appraisals is at the self appraisal stage and what at managers appraisal stage.
How much time do you spend on this?
On an average almost 60% of HR time goes in transactional activities. Does HR go about showing ROI on HR processes - the language spoken by the Finance department?
To me the above gives the facelift and HRM is all encompassing - Heart and Soul of the organisation