PurpleLine Consulting

Chris was interviewed for an article in Personnel Today (24 June). He has been with Domino’s since 1990, initially as Marketing Director. Domino’s business proposition is a simple one – delivering a great pizza in 30 minutes. This is a challenging proposition as it relies on franchisees, not employees to deliver it. Their rigorous selection process ensures the best possible franchisees are chosen for their outlets – and that their promise will be delivered.

In the latest issue of People Management (July 10) there is an interesting article about some senior HR people whose job titles have changed to reflect their wider remit. The article explores what this might mean for the profession.

Seth Godin’s post on Marketing HR suggests changing the name of the department to Talent. I like that. I like it because it separates the routine operations that surround the employment of people from the strategic requirement to attract and retain the calibre of people needed to set an organisation apart.

One of the greatest attributes an HR practitioner (indeed anyone!) can have is a positive mindset.

This is because HR is often blamed for many of the organisation’s ills – bad management, poor employment practices, stupid initiatives, the list goes on… but also, because people management is often seen as purely common sense. Largely I agree with this, but have been frequently disappointed over the years at the frequency with which common sense goes out of the window when dealing with people.

So, how can a positive mindset help the HR practitioner to be successful at what s/he does?

The lead article on a recent Personnel Today is ‘Fast pace of change means opportunity knocks for HR’. Isn’t that stating the bleeding obvious?

I was contacted recently by BBC Radio London 94.9 for comments about the bill proposed by Labour MP Andrew Miller which would give agency workers the same rights on pay and conditions as permanent employees. MPs voted for the changes by 147 to 11 and as a result ministers are proposing an inquiry into the issue.

I came across an interesting article on one of my favourite topics today: The truth about the HR department.

It is a rant about ‘amorphous support services’, in particular HR.

I am constantly surprised that people I talk to do not appear to know what HR is there for.  OK, I am biased.  Having been in HR all my working life, I think it's obvious, but many people, it seems, do not!

There are many theories about why many organisations choose not to have an HR Director on the Board. If people are an organisation's greatest asset or provide the only source of competitive advante, it would seem a 'no brainer' - yet it's not.

It's a mystery to many what HR is there for and whether it provides any use or value to the organisation. I offer my view of what HR is there for.