1.7 Conclusion
In this chapter, we reviewed the impact of human capital on the success of the organization and presented an overview of the challenges and emerging issues that managers should consider when designing the policies and practices that affect the employees in an organization. The various responsibilities of HR managers and line managers were then discussed. The chapter concluded with an overview of the various career opportunities available to those interested in HR as a career field, along with suggestions for gaining the necessary competencies and skillsets for a career in HR.
Theory-into-Practice (TIP) Exercises
Create a personal career development plan including the following steps:
Write down your primary career interest.
Identify your long-term professional goal (e.g., become an HR director).
Identify the short-term goals that will contribute to reaching your long-term goal (e.g., complete a college degree in HR, spend five years as an HR generalist, etc.).
List two to three activities that will help you reach each short-term goal. For each activity, write down when you will start and complete it.
Then exchange plans with a classmate and provide each other with feedback and suggestions.
Contact a representative of your local or state economic development agency. Ask them about the skills shortages that exist in your area and the impact this is having on the growth of the local economy. Also inquire about what is being done to close the skills gaps.
Practice choosing a vendor for an HRIS system. Choose three vendors from the Best HR Software Comparison List (under Resources number 4). Go to each vendor’s website and read about the features and benefits. Do a web search for each vendor and read reviews written by HR professionals. Then check with the Better Business Bureau to find out each company’s rating and how many and what types of complaints have been filed. Based on your findings, which vendor would you select, and why?
Case Study: The Spec-Tacular Culture Crush at Warby Parker
Source: Dev Chatterjee / Shutterstock.com
Warby Parker is a prescription glasses and sunglasses retailer based in New York City. The name derives from an exhibition on Jack Kerouac that was being held at the New York Public Library in 2009. Co-founder Dave Gilboa stumbled upon the exhibition and took notice of two characters with unique names: Warby Pepper and Zagg Parker; thus Warby Parker emerged. Over the past nine years, Warby Parker has grown to selling their products both online and in over one hundred retail stores across the United States. Part of Warby Parker’s mission is to create an environment where employees can think big, have fun, and do good.
From beginning to end, Warby Parker makes all aspects of their employees’ life cycles extraordinary. Gilboa states: “You have to make people feel special and welcome from the very first moment they interact with your organization.” To do this, when a new member joins the company, they receive a standard welcome packet including an office map, style guide, and a copy of Jack Kerouac’s Dharma Bums, where the company name originates. New beginnings can be difficult, and Warby Parker helps break the ice for newcomers in some unique and quirky ways. One of these includes placing a custom helium balloon at their desk, featuring an illustrated steak wearing a pair of glasses saying, “Nice to meat you!” The balloon is a beacon, calling existing employees to introduce themselves. In addition, senior members of staff are in charge of training new employees in order to further instill their values.
Employees are required to attend weekly meetings. Although many believe such meetings are not beneficial for larger companies, Warby Parker has shown that these meetings keep their employees feeling connected, informed, and engaged. As companies get larger, communication across the organization often diminishes. In an ambitious company such as Warby Parker, communication is key. Co-founders Neil Blumenthal and David Gilboa also record The Weekly Briefing, a three-to-five-minute video highlighting the critical points of that week’s meeting. Lastly, communication is presented through the Warby Weekly, an internal newsletter consisting of events, new launches, new features, and more.
Warby Parker places a major focus on doing good in the world. This attracts people who want to work for them simply because of their social mission. Employees who have been with the company for three years are rewarded with a trip to Guatemala to see Buy a Pair, Give a Pair, the company’s social program, in action. There, employees are able to witness someone less fortunate receive their first pair of glasses. Being present in that specific moment is an extremely influential experience and creates a bond between the employee and the company, allowing them to become more passionate about the work they are doing.
Learning is ever present. Warby Parker has created ways for employees to continually try new things and grow their skillsets. At an annual internal conference, WarbyCon, employees are encouraged to teach a crowd of their colleagues about anything they desire. The discussions provide those who are not proficient public speakers with the freedom to hone those skills. Additionally, there is a Special Projects program, which allows employees to operate like interns within the company. Departments that need extra help on a specific project can post an application, and other employees throughout the company can apply to work with that department for an allotted amount of time.
How Warby Parker Makes Every Point in Its Employee Lifecycle Extraordinary
Warby Parker is known for being a wonderful place to work. Co-founder Dave Gilboa describes how they have constructed this culture.
Case Discussion Questions
Is it crucial for companies to make such an exceptional first impression when hiring new employees? Why or why not?
What are the benefits of having weekly meetings rather than monthly or semi-annual meetings?
How important is the treatment and management of employees to the success of a company?
Warby Parker’s founders and team leaders are present in the day-to-day lives of their employees. What positive attributes can this provide for both employers and employees?
Does Warby Parker’s Special Projects program provide their employees with a new perspective and perhaps give them a break from their usual work, to aid in their job becoming less mundane?
Based on the introduction of Warby Parker’s employee culture, would you want to work for them? Why or why not?
Resources
SHRM Certification. Information about the SHRM Certified Professional (SHRM-CP) certification, including eligibility requirements, exam windows, and exam preparation.
The SHRM BoCK™ can be accessed at the following link: https://www.shrm.org/certification/about/body-of-competency-and-knowledge
HRCI Certification. Information about the HRCI Professional in Human Resources certification (PHR), including eligibility requirements, exam windows, and exam preparation.
https://www.hrci.org/ (Link used with permission from HRCI.)
The HRBoKTM can be accessed at the following link: https://www.hrci.org/how-to-get- certified/preparation-overview/human-resource-body-of-knowledge (Link used with permission from HRCI.)
O*Net Online. The Occupational Information Network (O*Net) is a database containing hundreds of descriptors such as knowledge, skills, and abilities required for almost 1,000 occupations. O*Net is developed under sponsorship of the U.S. Department of Labor/Employment and Training Administration through a grant to the North Carolina Department of Commerce. O*Net Online has detailed descriptions of the world of work for use by job seekers, workforce development and HR professionals, students, and researchers.
Best HR Software Comparison List. A 2019 comparison of the leading providers of Human Resource Information Systems (HRIS) with descriptions, features, and links to the providers.