Whats in a Name? In the Afterword, Laszlo Bock describes how Google renamed his

Whats in a Name? In the Afterword LaszloBock describes how Google renamed his position from VP of Human Resources toVP of People Operations. The HR function in todays workplace has been rebrandedwith many names: e.g. Human Resources People Operations Talent Management Human Capital Employee Engagement Team Member Services etc. In your opinion which of the above names for the HR function best describesthe role and why? How has your understanding of the role of an HR professional changed as a result of taking this course? Post your initial response by Wednesday midnight of your timezone and reply to at least 2 of your classmates initial posts by Sunday midnight of your timezone.ub 1st Person to respond to RE: Week 10 DiscussionCOLLAPSE Hi Dr. John and Fellow students What is ina name? According to Bill Conaty  HR leaders have an obligation to balance their strong business partnering role with their employee advocacy role This is not as much the question about the name or the title as Bock wanted it to be when he became the CEO at Google. Titles have an ideology with which people tend to identify themselves with rather than the role they play. It does not matter what a title is; one knows what is being expected of him about their role. Therefore a title does not matter as long one can be content have a positive self-image and trust the people that one works with so that the working environment becomes fulfilling to both the leader and the team members. How has the role of an HR professional changed as a result of this course? This is the one course that I believe should be taught from an early age in life. In fact it has to be part of the school curriculum from primary education. From the grade three-level when the learners are taught Life Skills this should be included. As managers and leaders one is actually thrown into the deep end because one is focused on getting a higher title which comes with incentives in monetary rewards. Some people become big-headed and quickly lose their prospective roles in the work-place. Through this course I have learned to recruit retain reward develop and assess takes more than a humanitarian principle which is based on truth honesty. And love. Each of us needs to view ourselves as founders in any work we are being placed in. And then build a culture based on each ones calling a vision and a mission statement. This gives each of us the latitude to trust others freedom and a sense of authority. In this way the work environment becomes fulfilling for everyone. I would surely recommend this course to anyone in a management position especially within the department of education as one has tomultitask with little or no knowledge. References: 1.JWMI 521. Week 10 Lecture Notes 2. JWMI. 521 Week 10 Videos 3. Bock Laszlo Work Rules. 2017 2nd classmate to respond to RE: Week 10 DiscussionCOLLAPSE Hello Prof. and Classmates I choose Human Capital as the name for the HR function. The word capital conveys the image that people within the organization are considered as an asset and not a liability. On the contrary words resources conveys a consumable or reusable source for some purpose. operations means processes actions or procedures to move from one end to the other (e.g. logistics and distribution) or convert raw material into finished goods ( manufacturing). The right mix of people within an organization has the potential to increase the valuation of the business. Investment of time and money (coaching mentoring development) in the right set of people is likely to yield higher return either in terms of productivity or business revenue. After taking this course I have realized that an HR professionals role is not just to recruit assess develop reward and retain. It is beyond it. HR professionals shall strive to provide an environment with sense of purpose and empowerment to employees. Create a purpose-driven culture within an organization which will drive employees to perform better and be more productive. It is not only about financial rewards but its also about meeting the employees non-financial needs as per Maslows hierarchy theory and Hertzbergs Motivation hygiene theory References Bock Afterwordfor HR Geeks Only: Building the Worlds First People Operations Team ODonnell Why career frameworks are becoming amust-have Patty McCord: Presentation at the 2018 Code Conference EOV Patty McCord “ Retention

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