Is Disruption in HR?a Misnomer??

The sure sign of the demise of a buzzword is when avocado toast is described as “disruptive”

Recently, HR practitioners everywhere have used the word “disruption” as a blanket description of organizational change, new technology and tools, changing processes, or organizational design updates. It also has become a word that people who don’t want to be labeled “HR people” use to sound “Silicon Valley-ish” (but, hey, that’s just my opinion). The sure sign of the demise of a buzzword is when someone describes avocado toast as “disruptive” (it happened - true story). Disruption is not the right word in most cases for what is happening to the talent industry. I would suggest an Evolution of Outcomes– a Viral Evolution in the places that do it well.

So many fantastic improvements and enhancements to how we do business have occurred in the talent space that it is disrespectful to that great work and innovative thinking to not talk about them as “evolution at a high pace”.  AI in recruitment (Ideal.com), Video Interviewing (HireVue) and Cloud HR Systems (like Bamboo HR) to name just a few.  The implementation sustainability and business outcome impact of most of these new tools, enhancements and technologies rely on a strong base and a systems approach to talent and business. If there isn't a laser focus on business results, none of these will be disruptive..

How many times have we all seen great programs die because the base wasn’t there or collapsed? Uber HR anyone? 

The time spent evolving across streams, silos and divisions can be the key to talent innovation implementations.  Candidate/employee experience, leader engagement and the delivery of business value are still the cost of entry. CEOs and Business Leaders want results, execution across streams/geographies and sustainability.

 “Administration must be flawless; HR practices must be innovative and integrated; and HR must turn strategic aspirations into HR actions.”

― David Ulrich, HR from the Outside In: Six Competencies for the Future of Human Resources

Next time we are in a meeting and feel the need to say our new interview technique will be disruptive, why don’t we instead say we are changing and evolving the way we do things to add value to our business and customers? We are breaking down organizational silos and building a connected talent system? Our hard work getting the basics right has allowed us to exponentially improve for the long haul.  It is all part of our crazy, innovative, viral evolution.

That is my take and experience from working with large organizations across industries in the "disruptive" time.  I would love to hear your thoughts.

Jamie