What is “Transformational Human Resources?”  If anyone has the answer to this question, they should immediately email me and let me know, because I very much would like to know.   As Human Resources practitioners, we strive for the answer to this question because we are looking desperately to fix something.  We are pulling at anything we can grasp to transform something we consider broken.  Is HR broken?  Or have we just made it more complicated than we need to?

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When I think about transforming HR, I think of a million different things.  However, mostly I think about employee engagement.  We all know the stats, we know that most people are not engaged at work. So, as HR folks we strive to create processes and programs that will provide us with what we hope will be the silver bullet to engaging our workforce, and thus transforming HR.  We do this because we were taught in “HR SCHOOL” that an engaged workforce means more work from our employees, and more work equals more money for the business. 

Listen up HR folks– have we ever thought that a very individualized and customized approach to people is how we should be engaging our workforce and thus transforming HR? Why is it that HR or managers get to decide what programs/processes will work for engaging their workforce- taking their cue likely from an employee engagement survey that is pencil whipped and not validated?

As HR practitioners, I would challenge us to think beyond processes, and take the first step in transforming HR by listening to our employees, one by one, and together decide what is important to them.  What is it that makes them happy, sad, mad, excited?  What lights the fire in their belly? Once you know the answers, act on them in a non-prescriptive way, the best we can and within the confines of the businesses we serve.  It’s so simple, yet we make it so complicated!  Why?  As always, thank you for reading this blog post, and thank you for listening to Survive HR! 

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Kelly Scheib
Kelly Mendez-Scheib graduated from Pennsylvania State University with a Master of Science, Industrial Relations and Human Resources, as well as a Bachelor of Science, Labor Studies and Industrial Relations from the Schreyer Honors College at Penn State. She serves as the Vice President of Human Resources at Tindall Corporation which includes overseeing workforce planning, and employment, compensation and benefits administration, development and training, employee relations and more. Kelly has performed numerous duties within Human Resources, and brings with her a host of professional certifications, including the Senior Professional in Human Resources certification (SPHR) awarded by the HR Certification Institute, Senior Certified Professional certification awarded by the Society for Human Resource Management (SHRM-SCP) and is a Registered Corporate Coach (RCC). In her spare time, Kelly also enjoys volunteering in the local community, teaching as adjunct faculty at local universities, serving as a foster mother, and spending time with her family and five children.