A NEW MANDATE FOR HUMAN-RESOURCES

Should we do away with HR? In recent years, a number of people who stu dy and write about business-along with many who run businesses-have be en debating that question. The debate arises out of serious and widesp read doubts about HR's contribution to organizational performance. Dav e Ulrich acknowledges that HR, as it is configured today in many compa nies, is indeed ineffective, incompetent, and costly. But he contends that it has never been more necessary. The solution, he believes, is t o create an entirely new role for the field that focuses it not on tra ditional HR activities, such as staffing and compensation, but on busi ness results that enrich the company's value to customers, investors, and employees. Ulrich elaborates on four broad tasks for HR that would allow it to help deliver organizational excellence. First, HR should become a partner in strategy execution. Second, it should become an ex pert in the way work is organized and executed. Third, it should becom e a champion for employees. And fourth, it should become an agent of c ontinual change. Fulfilling this agenda would mean that every one of H R's activities would in some concrete way help a company better serve its customers or otherwise increase shareholder value. Can HR transfor m itself on its own? Certainly not-in fact, the primary responsibility for transforming the role of HR, Ulrich says, belongs to the CEO and to every line manager who works with the HR staff. Competitive success is a function of organizational excellence, and senior managers must hold HR accountable for delivering it.