IBN: Defining Excellence in Electronic Recruiting


Electronic Recruiting

Our Rate Card



Please Click On Our Sponsors

Please Click On Our Sponsors

Recruiting News for the Human Resource Professional

Please Click On Our Sponsors

Please Click On Our Sponsors

Please Click On Our Sponsors

Please Click On Our Sponsors




Click On Our Sponsors

Click On Our Sponsors







Find out more
About IBN

Got a news tip?
Tell us at

Our Rate Card



Trends Reports



It is better
to not be on
the web than
to be on and
not know why

John Sumser

is more
it seems.
John Gall


The Electronic Recruiting News is a Free Daily Newsletter For Recruiters, HR Managers, Advertising Agencies and Clasified Advertising Operations

Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers

Click On Our Sponsors


(September 25, 2002) - At the root of our questions about witch-hunts and codes of ethics are a number of interesting fundamental questions:

Is Human Capital Management a profession or simply an administrative arm of local management?

We think that this is a particularly critical question. The SHRM Code of Ethics seems to carry the implicit notion that the HCM function is more importantly understood as an element of company management. With no ultimate values (as demonstrated in the Professional Engineer's Code of Ethics), the HCM function is simply the translation of one company's approach to the people problem. In other words, a professional code would have areas beyond which it was improper to wander (as they do in Engineering). Without firm boundaries, HCM is simply a method of translating the company's world view into its 'people practice'.

One hires professionals because they adhere to standards that are beyond the bounds of company philosophy. Engineers, accountants, doctors, nurses, certain consultants, religious professionals, lawyers, architects and other certified professionals operate in a realm that requires that they utilize and conform to a certain range of science and precise ethical practice. It is, when you think of it, hard to imagine a profession that doesn't contain inherent, strict boundaries.

Does the fact that HCM people have such a tough time establishing credibility in their organizations stem from the fact that there is no real discipline behind the profession?

We'd guess that a coherent HCM discipline (and we looked at a hundred or so graduate programs trying to find one) would offer specific guidance or principles.  You'd suppose that the various National Associations might identify the "core principles" or fundamental precepts of HCM practice. Jeez, you'd have guessed that someone would agree on the meaning of diversity.

There is, however, an interesting SHRM paper on the Future of HR. It suggests, more or less, that contemporary HR functions will emerge as the responsibility of line managers. Certainly, without an underlying discipline, this makes a great deal of sense. 

We wonder whether or not the folks involved in SHRM's paper have had a chance to review Watson and Wyatt's Human Capital Index. The research, ongoing since the late 90's seems to indicate that specific HCM practices can be correlated to superior financial performance. Of course, the W&W folks focused on the rapidly disgraced "shareholder value" idea that was so vogue at the time. Even with that bias, there's something to be said for trying to make science a core of the discipline.

You can imagine that we aggressively take the position that HR should either become a 'real' profession or accelerate its flow out to the line managers. Without significant investments in science and predictability, we'll have to side with the folks who don't view it as a profession for the time being.

 -John Sumser

Marksmen don't use shotguns. . .
Get Focused, Go Niche.

NicheBoards.com - Gateway to a Million Quality Targeted Candidates

Call Center : CallCenterJobs.com
College Students / Graduates : CampusCareerCenter.com
Finance / Accounting : jobsinthemoney.com
Health / Science : Jobscience.com
Hispanic / Bilingual : LatPro.com
Human Resources : Jobs4HR.com
IT Professionals : Computerwork.com
Logistics / Transportation : JobsInLogistics.com
Marketing / Sales : MarketingJobs.com
Military Transitioning : DestinyGroup.com
Retail Management / Hourly : AllRetailJobs.com

Click Here for profiles.  marketing@nicheboards.com

Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers

Contacting Us:
Call, fax, write, email. We'd love to consult with you about your project.

Copyright © 2013 interbiznet. All rights reserved.
Materials written by John Sumser © TwoColorHat. All Rights Reserved.
Mill Valley, CA 94941

Electronic Recruiting News


  • 2003 Trends Whitepaper

  • interbiznet Bookclub

  • interbiznet Listings

  • interbiznet Trends

         - Bugler
           Daily Industry News

         - ERNIE
           ERN in Email

         ANNUAL REPORTS:      

  • Electronic Recruiting
         Index (ERI)
         - 2003 HCI
         - 2002 ERI
         - 2001 ERI
         - 2000 ERI
         - 1999 ERI
         - 1997 ERI
         - 1996 ERI
         - Report Pricing


  • Integrated Employment
          Branding Presentation
  • 2003 Trends Whitepaper
  • interbiznet Listings
  • interbiznet Trends
  • interbiznet Bookclub
  • Top 100 E-Recruiters
  • Presentations
         - Recruiting Then/Now
  • Recruiter's Toolkit
  • Seminar In A Box
  • ERN Archives
  • 1st Steps In The Hunt


  • Our Rate Card
  • Demographics


  • Guilt By Association II
  • Guilt By Association
  • Mullarkey
  • IT Enrollments II
  • IT Enrollments
  • E-R Performance
  • Strategy Consequence
  • e-Recruiting Performance
  • L&SD, Book Review
  • Principles
  • Ranking
  • Politics
  • Andy McKelvey
  • Oopsie
  • Getting It
  • 5 Year Plan
  • Reserves
  • Shortage Details



    Stocks We Watch:
    Public Companies
    in Electronic Recruiting


         © 2013 interbiznet.
         All Rights Reserved.

         Materials written
         by John Sumser
         © TwoColorHat.
         All Rights Reserved.