- File Size: 3149 KB
- Print Length: 196 pages
- Publisher: Society For Human Resource Management (January 19, 2018)
- Publication Date: January 19, 2018
- Sold by: Amazon Digital Services LLC
- Language: English
- ASIN: B078YFM8ZK
- Text-to-Speech: Enabled
- Word Wise: Enabled
- Lending: Enabled
- Amazon Best Sellers Rank: #8,425 Free in Kindle Store (See Top 100 Free in Kindle Store)
Black Holes and White Spaces: Reimagining the Future of Work and HR with the CHREATE Project Kindle Edition
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I had this book safely in the 1-star range (and possibly ranked as the worst of 60+ books I've read so far this year) were it not for 2 chapters in the middle of the book that were very solid in application and real-world examples (thank you, Gap, Inc. and Tata Communications!) and a strong finish in the last 10% of the book. Overall, there's too many questions and potshots at the discipline of Human Resources and not enough practical examples of how the "pie in the sky" theories of proactive HR can and have actually worked successfully in the real-world of reactive HR.
The alternative employment model, in particular, that is repeatedly promoted throughout the book sounds really, really good on paper, but is really, really impractical, especially while a majority of employers still espouse to the traditional "permanent" employee relationship. And from an employee perspective, who would voluntarily and temporarily join a company for piecemeal work when similar competing employers are still offering a stable 40-hour+ week with guaranteed hours and benefits? (Especially in this age of "affordable" health care!)
The book finally came full-circle in the end and acknowledged some of the drawbacks of the employment philosophies promoted throughout this book. Ultimately, the book does well in promoting a work ethic that would be nice to rediscover among the rising generation in the workforce: Editor John Boudreau says, "We should be talking about 'good work', not about 'good jobs'. [This] doesn't diminish the value or importance of regular full-time employment, but it does place it in a context that acknowledges... a higher standard." From an employer / HR perspective, if I can find a modern-day employee with that perspective, then I will find 'good work' to keep them in the fold.
In the closing pages of the book, Anna Tavis states "the real challenge HR faces today is not of survival but one of accelerated learning. Are we learning fast enough?"
That's been my personal experience during my HR career: how my own company views the concept and necessity for HR depends on how I present myself as a professional and how I can add value to my organization. If I can do that on a consistent basis, I will have no worry of the "future" of HR. I cannot help or control how other companies view HR based on the Toby Flendersons (See "The Office") they have employed in HR roles in their respective companies. I'm my own entrepreneur. If I can provide ongoing value in the realm of HR to my company, then my company will have a completely different view of the future of HR than this book promotes.