From Human Resources to Human Relations – How will the work look like in the future? This subject was discussed in a debating at this last weeks annual re:publica in Berlin. Participants of this debate were Joachim Hasebrook, Teresa Bücker, Anke Domscheit-Berg, Stefan Sell and Sue Reindtke. At the evening the conclusion was:
Employers do not put any effort in it anymore, neglecting the relation to their employées. Those have defend themeselves and network in order to bind powers and force.
This statement preceded a discussion about the labor cultur in their companies and the changed working environment. Last named I would like to let float as thesis (opinions are welcomed):
(Graffiti in Berlin. Translated: From the inside a rat race looks like a job ladder.)
As you can see, the radicalizing working conditions were the center of attention at this discussion. As main points of criteria the "Over time - Rat race" and blindness of one owns situation were named. "You don't know anymore how it feels to relax". Employer cannot expect his employées to discipline themselves constantly in regard to working hours, workload, according to Anke Domscheit-Berg. Domscheit-Berg herself decided to be self-employed after having worked at Microsoft and McKinsey.
Another point of criteria which I have talked about in my blog entry from May 1st, also, is the balance-thinking of companies. Too often numbers are being set as a higher priority rather over human capital.
Right on, Joachim Hasebrook, Professor für Human Capital Management from the Steinbeis Academy Berlin, asks when employer will change. The answer: "When the tail is burning", meaning when this attitute has a negative effect on the balance sheet. Sad, but true.
Panel member were sounding as if a revolution of employées is going to stirr up, fighting against working conditions named - having the debate title as demand: From Human Resources to Human Relations.
Overall the debate did not give me much new insights or aspects since the precarious working conditions are well known. Unfortunately, no model for a better work in future was introduced, nor developed, although the title suggested such. Nevertheless I found it to be interesting that the criticism became louder and even reached the panels of re:publica. In my opinion this is the first sign indicating that employers WILL have to confront and solve these problems OF (and WITH) their employées in order to have both parties benefiting from a employer-employée relationship in the long run. The redistribution of workload, the support and relief of overwrought co-workers, will become subject of importance - not only internally but also in regard to the reputation of the own Employer Brand obverse the external target groups.
In the 1930's already, scientific studies and statistics of firms indicated how changed working conditions imply on labor productivity and effectivity. Social group relations and a friendly leadership especially increase such. Taking care of interpersonal relations, the human relations, moved into focus. The Human Relation Movement accrued considering the working human as social being. Maybe we are awaiting a second ripple of this very movement.
RJ
Employers do not put any effort in it anymore, neglecting the relation to their employées. Those have defend themeselves and network in order to bind powers and force.
This statement preceded a discussion about the labor cultur in their companies and the changed working environment. Last named I would like to let float as thesis (opinions are welcomed):
- Employées have hardly any fun working.
- Assurances and securities such as permanent contracted jobs i.e. are gone.
- Workload being concentrated is increasing; more and more employées have to work more.
- Precarizing is increasing, meanwhile deap into the middle-class.
(Graffiti in Berlin. Translated: From the inside a rat race looks like a job ladder.)
As you can see, the radicalizing working conditions were the center of attention at this discussion. As main points of criteria the "Over time - Rat race" and blindness of one owns situation were named. "You don't know anymore how it feels to relax". Employer cannot expect his employées to discipline themselves constantly in regard to working hours, workload, according to Anke Domscheit-Berg. Domscheit-Berg herself decided to be self-employed after having worked at Microsoft and McKinsey.
Another point of criteria which I have talked about in my blog entry from May 1st, also, is the balance-thinking of companies. Too often numbers are being set as a higher priority rather over human capital.
Right on, Joachim Hasebrook, Professor für Human Capital Management from the Steinbeis Academy Berlin, asks when employer will change. The answer: "When the tail is burning", meaning when this attitute has a negative effect on the balance sheet. Sad, but true.
Panel member were sounding as if a revolution of employées is going to stirr up, fighting against working conditions named - having the debate title as demand: From Human Resources to Human Relations.
Overall the debate did not give me much new insights or aspects since the precarious working conditions are well known. Unfortunately, no model for a better work in future was introduced, nor developed, although the title suggested such. Nevertheless I found it to be interesting that the criticism became louder and even reached the panels of re:publica. In my opinion this is the first sign indicating that employers WILL have to confront and solve these problems OF (and WITH) their employées in order to have both parties benefiting from a employer-employée relationship in the long run. The redistribution of workload, the support and relief of overwrought co-workers, will become subject of importance - not only internally but also in regard to the reputation of the own Employer Brand obverse the external target groups.
In the 1930's already, scientific studies and statistics of firms indicated how changed working conditions imply on labor productivity and effectivity. Social group relations and a friendly leadership especially increase such. Taking care of interpersonal relations, the human relations, moved into focus. The Human Relation Movement accrued considering the working human as social being. Maybe we are awaiting a second ripple of this very movement.
RJ
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