Three ways you can change the face of HR

Not all HR people are like Toby from The Office. (Photo: claudiolobos, Flickr/Creative Commons)

Sometimes human resources professionals get a bad rap. Nancy Kowalski, an HR Manager at a Washington, DC nonprofit, doesn’t like seeing her field depicted as a bunch of “strict, robotic naysayers.” If you don’t either, check out our latest installment of HR Connections, where Nancy offers three ways she’s positioning HR as a positive force in her organization.

Have strong opinions of your own about HR? Want advice from others in the field? Leave a comment if you’d like to propose a topic for an upcoming newsletter.


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    • Mckensie
    • January 10, 2012

    When dealing with work related concerns that involves a Superior, how can your HR representative assist?

    • dew gone
    • January 13, 2012

    What I would like to see done to change the face of HR is a more transparent hiring process.

    It’s the NGO community’s (or should that be industry?) shame that nepotism is abound in the NGO world (perhaps even more than in private firms, especially on the entry level jobs).

    NGO’s and Charities usually work to improve some aspect of Human or Earth existence. The results depend on the staff. If companies are hiring or granting interviews to people based on connections and friendships, they are not only disenfranchising those who couldn’t get their foot in the door, but also the end users of the service the NGO is providing. A meritorious hiring process would ensure the best staff and thus the best end product for targets of the ngos’s work.

    Could we have a sensible discussion on this?

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