<script type="application/ld+json">[ {  "@context" : "http://schema.org",  "@type" : "Article",  "name" : "HR doesn't need a seat at the table, it is the table",  "author" : {    "@type" : "Person",    "name" : "Dan Pontefract"  },  "articleSection" : "HR",  "articleBody" : "Interestingly, I recently learned that the term ‘stakeholder‘ was coined at Stanford Research Institute in 1963 to describe ‘those groups without whose support the organization would cease to exist‘.</P><P>I then started thinking about the term ‘table stakes‘, which lead me to <A href=\"https://www.wikipedia.org/\" target=\"_blank\">Wikipedia</A>. Table stakes:</P><BLOCKQUOTE>… refers to the minimum entry requirement for a market or business arrangement. It can refer to pricing, cost models, technology, or other capability that represents a minimum requirement to have a credible competitive starting position in a market or other business arrangement.",  "publisher" : {    "@type" : "Organization",    "name" : "peopleHum"  }}, {  "@context" : "http://schema.org",  "@type" : "Article",  "image" : "https://assets-global.website-files.com/5f06d8a04f711cb0fb300ef8/5fd761cfff06d034cbf89fcb_DDD.png",  "articleSection" : "HR doesn't need a seat at the table. It is the table",  "articleBody" : "HR</A> is both table stakes and a stakeholder for an organization.</P><P>It gets an unbelievably bad rap in some circles, but these days, I don’t believe it’s about HR needing a seat at the table. In fact, I believe they are <EM>the</EM> table.</P><P>Of course, if HR begins to play offence, takes the bull by the horns, and enacts a human capital <A href=\"https://www.peoplehum.com/blog/successful-employee-engagement-strategies\" target=\"_blank\">strategy</A> that provides a more cohesive way in which employees can more efficiently do their job, then yes … it makes sense. If HR remains passive, plays defence and simply takes marching orders from elsewhere, then no … it cannot and will never be both.</P><P>To be the ‘table’ of the organization, HR needs to provide a solid <A href=\"https://www.peoplehum.com/blog/does-human-capital-software-need-to-be-expensive\" target=\"_blank\">foundation</A> that connects people to people and people to projects, ideas and information. It needs to make it easier for employees to do their job. When you sit at a table with other people, you naturally feel connected. It’s a table and you’re sharing. It could be that you’re simply sharing the space, but nonetheless, you’re sharing.</P><P>A table connects people. It can permit ideas to surface. It bridges distance. It acts as a solidifying force. It shares a meal. It’s easy. HR should be the table of the organization.</P><P>Recent <A href=\"https://www.peoplehum.com/blog/the-past-present-and-future-of-talent-acquisition-gero-hesse-interview\" target=\"_blank\">acquisitions</A> and a seismic shift in the <A href=\"https://www.peoplehum.com/blog/organizational-culture-or-organizational-practice\" target=\"_blank\">HR technology</A> space only underlines what is in motion. The big guns like IBM, Oracle, SAP and Salesforce realized HR’s opportunity to become a true stakeholder when they began gobbling up companies such as Kenexa, Taleo, SuccessFactors and Rypple. They saw it as table stakes.</P><P>For it to be a stakeholder in the organization — to truly become the force that connects its employees and makes work-life more efficient and productive — it needs to stop thinking a seat at the table is the ultimate win.</P><P>It’s now time for HR to actually be <EM>the</EM> table. It’s table stakes for the organization of tomorrow.",  "publisher" : {    "@type" : "Organization",    "name" : "peopleHum"  }} ]</script>

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HR doesn't need a seat at the table, it is the table
HR

HR doesn't need a seat at the table, it is the table

HR blogs
Dan Pontefract
February 23, 2022
Human Resource Management Platform
3
mins

Interestingly, I recently learned that the term ‘stakeholder‘ was coined at Stanford Research Institute in 1963 to describe ‘those groups without whose support the organization would cease to exist‘.

I then started thinking about the term ‘table stakes‘, which lead me to Wikipedia. Table stakes:

… refers to the minimum entry requirement for a market or business arrangement. It can refer to pricing, cost models, technology, or other capability that represents a minimum requirement to have a credible competitive starting position in a market or other business arrangement.

HR doesn't need a seat at the table. It is the table

HR doesn't need a seat at the table, it is the table | peopleHum

HR is both table stakes and a stakeholder for an organization.

It gets an unbelievably bad rap in some circles, but these days, I don’t believe it’s about HR needing a seat at the table. In fact, I believe they are the table.

Of course, if HR begins to play offence, takes the bull by the horns, and enacts a human capital strategy that provides a more cohesive way in which employees can more efficiently do their job, then yes … it makes sense. If HR remains passive, plays defence and simply takes marching orders from elsewhere, then no … it cannot and will never be both.

To be the ‘table’ of the organization, HR needs to provide a solid foundation that connects people to people and people to projects, ideas and information. It needs to make it easier for employees to do their job. When you sit at a table with other people, you naturally feel connected. It’s a table and you’re sharing. It could be that you’re simply sharing the space, but nonetheless, you’re sharing.

A table connects people. It can permit ideas to surface. It bridges distance. It acts as a solidifying force. It shares a meal. It’s easy. HR should be the table of the organization.

Recent acquisitions and a seismic shift in the HR technology space only underlines what is in motion. The big guns like IBM, Oracle, SAP and Salesforce realized HR’s opportunity to become a true stakeholder when they began gobbling up companies such as Kenexa, Taleo, SuccessFactors and Rypple. They saw it as table stakes.

For it to be a stakeholder in the organization — to truly become the force that connects its employees and makes work-life more efficient and productive — it needs to stop thinking a seat at the table is the ultimate win.

It’s now time for HR to actually be the table. It’s table stakes for the organization of tomorrow.

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Sneha

October 25, 2021

A very inspiring list. Thanks for putting this together

Vanessa

October 25, 2021

This is such a great list of women leaders! More power to you all

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