I.0 Converting “Human Resources” to Creative Swarms
We are not capital -
We are not talent -
We are not labor -
We are not manpower -
We are bees -
We are all members of the same swarm.
In preindustrial times, people were like bees, creating what they needed, growing their grain, baking their bread, sewing and stitching their clothes, and building their furniture and houses. With the onset of industrialization, division of labor arose, and managers started to manage their resources - one of which happened to be their human resources. But humans don’t particularly like to be resources – being a resource implies being a passive asset, which is being moved around like a pawn in a game of chess, without agency and own will. Synonyms like “human capital”, “talent”, “labor”, or “manpower” are not much better. “Human capital” is even worse, as it conveys the connotation of foreign ownership: according to definition, capital is an asset owned by an individual or organization available for a purpose such as running a company or investing. I don’t think people want to be owned by their manager or company. “Talent” is somewhat better, as a synonym for natural aptitude or skill, however the word’s origin is similar to “capital”, it also has monetary roots as the “talent” was a currency unit of the Greeks and Romans. Again, I don’t want to be a piece of money owned by my manager or company for my skill. “Labor” implies hard work and great effort with little interest in creativity and imagination. “Manpower” is not much better, it stands for the (amorphous and anonymous) number of people available for work and service, without valuing individual ingenuity and originality.
Happiness research has clearly shown that we humans highly value what psychologists call “agency” and “experience”: Agency means the capacity to make independent decisions and being in control of one’s own destiny. For instance, happiness researcher Bruno S. Frey has found that in already quite happy Switzerland, those Swiss cantons whose citizens have the most to say, that is they get to vote the most, are the happiest. He also found that being stuck in traffic, when we totally lose control over where to go, is assured to reduce happiness and make us miserable. The second psychological property is experience, the capability to enjoy and to suffer, to experience compassion and empathy for others.
As “human resources” we are denied both agency and experience.
Applied to the corporate environment, agency and experience are well described by the four management principles of W.L. Gore & Associates, a highly successful inventor and manufacturer of the water-resistant fabric Gore-Tex. Established by its founder Bill Gore, W.L. Gore & Associates operates by the four principles freedom, fairness, commitment, and waterline. Since its inception, Gore has consistently been ranked as one of the best companies to work for. Gore’s associates, as their employees are called, have the freedom to make their own decisions, are expected to treat each other fairly, are empowered to make their own commitments and to stick to them, and for wide-ranging decisions affecting the “waterline” of the company, they are counted on consulting with other associates. In other words, they become members of a self-organizing swarm, operating in agency and experience. They are happy bees, and highly successful in that!
The time has come to take back agency and experience from human resources, and create an environment for self-organizing swarms of happy bees. In this book I propose a social compass using Happimetrics, combining AI and social network analysis to map the social landscape of each individual for more agency and experience.
Positive site, where did u come up with the information on this posting? I'm pleased I discovered it though, ill be checking back soon to find out what additional posts you include. Indian colleges email database
ReplyDeleteThis blog post provides an interesting perspective on converting Human Resources (HR) to Human Capital (HC) in organizations. The author has outlined the key differences between HR and HC, such as HR focusing on administrative tasks and compliance, while HC focuses on people's knowledge, skills, and abilities. Hr Software India The article also highlights the significance of investing in HC to enhance organizational performance and competitiveness. Overall, this is a well-written and insightful article that offers valuable insights into the concept of HC.
ReplyDeleteThank you for sharing this informative content and keep posting articles about HRMS.
ReplyDeletecustom erp software development
Thank you for sharing this blog, and I just impressed to read this. Payroll Companies In Chennai
ReplyDeleteThis blog post provides valuable insights into the transformation of human resources through HR management software. The shift from traditional HR processes to digital solutions is well-detailed. It's evident that embracing technology like this is vital for streamlining HR operations and enhancing employee experiences. Thanks for sharing this informative piece!
ReplyDeleteHuman resource management system software
Thank you for this thought-provoking article on converting human resources \! I appreciate the insights you provided on how HR can evolve to meet the demands of today’s workforce. The emphasis on leveraging technology and data-driven approaches to enhance employee engagement and performance is especially relevant. It's fascinating to consider how a more strategic HR software function can drive organizational success. I'm excited to see how these trends continue to develop and what impact they will have on the future of work. Looking forward to more articles like this!
ReplyDeleteHRMS for hospitals is a vital tool that integrates various HR functions, including recruitment, payroll, performance management, and employee benefits. It streamlines administrative tasks, improving efficiency and reducing errors. By automating HR processes, HRMS Hospital to focus on patient care while maintaining a satisfied and well-managed workforce. This system helps ensure compliance with healthcare regulations, enhances employee engagement, and promotes better decision-making within the healthcare organization.
ReplyDelete