Just when I started to collect information and data about the history of human resource management I realised how rich and diverse the world of HR Management is.

We started as a small business function that was just tasked to execute things. Today, we are asked what we should do. Do you feel the difference? Or is it just me?

I have just added few new pages to my website about the History of Human Resources. It is a topic, which is not widely covered so I added several pages covering:

  1. Personnel Management in 20th Century
  2. Early Human Resources
  3. Advanced Human Resources
  4. Future of Human Resources

It is not long, but it helps to understand.

I have just started a new website called HR Bar(bar). And this one is just for the Czech community.

The HR Business Partner is the most critical role and job in modern Human Resources.

Who can be employed as the HRBP?

Becoming a true business partner is a long journey. We have been on the journey for years, but we are just a half way through. Why?


Choosing the right job is essential for a good living. The first job usually sets the professional career. Most people do want to change their career path, but they have the previous experience in the field (and the new employer is usually willing to pay just the experience gained).

Working in HR offers the opportunity to become the universal business soldier. A good HR Manager can manage almost any business function. The skills and competencies gained are universal. Think of career in Human Resources.

You know that the job market changes. The talented employees are not loyal; they can accept the job offer proposed by your direct competitor. You have to be quicker than your competitors.

You have to innovate your recruitment process, procedures and habits. You have to trust to people. You have to hire the best talents.

How you can innovate the recruitment process? How you can be successful on the job market?

Lean HR Processes are a key to make the HR Organization simpler, faster and cheaper. The top management requires HR to become smaller, because the entire organization has to cut costs.

However, HR is always poor in the design of processes. The lean processes are even harder to set. We think about controls, signatures, responsibilities. We do not think about simple processes.


It happens. You invest a lot of your time to develop the great HR Strategy. You are really proud of the proposal. You are enthusiastic. You inspire all your colleagues. Your strategy gets approved.

However, you made several mistakes, which are slowly killing your new HR Strategy. You have no check with reality. You do not understand the business priorities, but you believe that the approval of the top management is sufficient.

You have no clear implementation plan for the new strategy. Everyone in the HR team works on something, but no visible results are delivered. You create a lot of chaos in the organization.

The most killing mistake - you have no clue about costs of the implementation.

Just read the full article.

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