Dave Ulrich outlines old myths and new realities of HR as following: I- Old Myths: 1. eo!

le go into HR "ecause they li#e !eo!le. $. %nyone can do HR. &. HR deals with the soft side of a "usiness and is therefore not accounta"le. '. HR focuses on costs( which must "e controlled. ). HR*s +o" is to "e !olicy !olice and the health-and-ha!!iness !atrol. ,. HR is full of fads. -. HR is staffed "y nice !eo!le. .. HR is HR*s +o". II- /ew Realities: 1. HR de!artments are not designed to !rovide cor!orate thera!y or as social or health-and-ha!!iness retreats. HR !rofessionals must create the !ractices that ma#e em!loyees more com!etitive( not more comforta"le. $. HR activities are "ased on theory and research. HR !rofessionals must master "oth theory and !ractice. &. 0he im!act of HR !ractices on "usiness results can and must "e measured. HR !rofessionals must learn how to translate their wor# into financial !erformance. '. HR !ractices must create value "y increasing the intellectual ca!ital within the firm. HR !rofessionals must add value( not reduce costs. ). 0he HR function does not own com!liance-managers do. HR !ractices do not e1ist to ma#e em!loyees ha!!y "ut to hel! them "ecome committed. HR !rofessionals must hel! managers commit em!loyees and administer !olicies. ,. HR !ractices have evolved over time. HR !rofessionals must see their current wor# as !art of an evolutionary chain and e1!lain their wor# with less +argon and more authority.

-. %t times( HR !ractices should force vigorous de"ates. HR !rofessionals should "e confrontative and challenging as well as su!!ortive. .. HR wor# is as im!ortant to line managers as are finance( strategy( and other "usiness domains. HR !rofessionals should +oin with managers in cham!ioning HR issues. 2inally( he writes that 3the HR function traditionally has s!ent more time !rofessing than "eing !rofessional. 0he HR function has "een !lauged "y myths that #ee! it from "eing !rofessional. Regardless of whether these myths originate with HR !eo!le or with line managers( it is time they were overcome. It is time to tal# less and do more4 time to add value( not write value statements4 time to "uild com!etitive( not comforta"le( organi5ations4 time to "e !roactive( not reactive. It is time to !erform( not !reach.3 attri"ution htt!:66www.citehr.com6171--dave-ulrich-outlines-old-myths-new-realities.html8i155$e1 e9h:a