En esta página
The future of work may be changing, but human connections are here to stay. Whether we are working from the office, home, or Mars, you’ll still need to wave that magic wand so your rockstar ninjas and superstar samurais don’t just come to the water but drink from it too. If you’ve ever asked yourself what does HR do?
The answer lies in exactly that—making people want to show up, thrive, and grow. If there’s one ‘Resource’ with the power to make that happen, it’s ‘HR.’
Algunos dicen que la economía nunca será una ciencia exacta (los mismos que fruncen el ceño cuando alguien dice: "Soy licenciado en Economía") porque se ocupa de la inescrutabilidad e imprevisibilidad de la naturaleza humana.
Lo mismo puede decirse de los RRHH. Por eso ningún elogio es suficiente para esta tribu intelectual que ha registrado sistemáticamente las leyes de la naturaleza y ha convertido el arte de la movilización humana en una ciencia (bueno, casi). Y viceversa.
What does HR do: Debunking the myths
Los héroes de la vida real no vienen con JD y KRA. Se los inventan sobre la marcha, lo que hace que derribar los muchos mitos de RR.HH. asociados a su trabajo sea divertido y urgente. Desvelémoslos.
HR myth #1
- What people think HR does: Raise tickets
- What does HR do: Raise the game
Case in point: When it comes to ensuring that workers’ grievance finds a presence of prestige in the decision-making process, the HR department at FedEx Corporation—much like the brand itself—delivers ahead of expectation.
La filosofía de la empresa de Personas-Servicio-Beneficio, concebida en algún momento de la década de 1970, sigue sonando con fuerza en el siglo XXI. Cada año, el equipo de RRHH lleva a cabo una incisiva encuesta y un programa de acción que recoge información valiosa para que la dirección revise y modifique los marcos culturales.
¿Y esos formularios que todo el mundo rellena? Bueno, van al servicio de un objetivo bastante elevado: construir un lugar de trabajo que refleje las verdaderas pasiones de la comunidad y potencie las aspiraciones tácitas de la buena gente de FedEx.
HR myth #2
- What people think HR does: Construct (fire) walls and (glass) ceilings
- What does HR do: Construct (second) homes
Case in point: The Cadbury brothers (yes, the people behind the yumminess) were pioneers in industrial relations and employee welfare. In the late 1870s, with business booming, they took the jaw-droppingly radical decision to shift a slice of their operations to the countryside.
Esto fue mucho antes de la revolución rural de Zoho y se basaba en la convicción de que si la naturaleza prístina y los alimentos orgánicos eran lo suficientemente buenos para vivir y jugar, también lo eran para hacer ejercicio.
Legacy books of HR were swiftly re-written. From swimming programs to heated dressing rooms to separate gardens for women and men (all unheard of at the time), Cadbury’s Bournville Village—today a thriving modern community—was not only a true trendsetter but also remains an inspiration for Human-first HR leaders to recreate the allure of ‘home’ at work.
HR myth #3
- What people think HR does: Play mind games
- What does HR do: Build playgrounds for the mind
Case in point: The HR minds at Quicken Loans, an organization that ranks amongst the Top 5 Best Places to Work by Fortune Magazine, painstakingly de-weeds shackles and red-tape from workflows to create a culture of unfettered collaboration and creativity, something that encourages employees to take leaps of faith without fear of failure.
La empresa cree que cuando las personas tienen un colchón psicológico en el que apoyarse, pueden alcanzar cotas espectaculares y hacer grandes cosas. En DreamWorks Animation, en cambio, se anima a los empleados a mostrar sus aficiones, obras de arte o proyectos personales (que tengan alguna relación con el trabajo de la empresa) a plena luz del día. Ese reconocimiento público de la capacidad hace mucho más por levantar la moral de los trabajadores que cualquier prima.
HR myth #4
- What people think HR does: Rein us in
- What does HR do: Help us reign
Case in point: Hyatt's talent leaders amended their HR policy by extending the same levels of hospitality (which they extend to their guests and customers) to their employees.
Como resultado, los empleados de Hyatt se inspiraron para llevar sus "verdaderos avatares desconectados" al lugar de trabajo, creando una auténtica experiencia de cliente que se elabora y perfila sobre la base de vínculos genuinos. Con el tiempo, esta salsa secreta ha convertido a Hyatt en sinónimo de "estancias excepcionales" que perduran mucho después de la salida.
En una línea no muy distinta, SouthWest Airlines da a sus empleados carta blanca para diseñar su mundo, incluidos sus uniformes y el equilibrio entre trabajo y vida privada. La sensación de felicidad suele desbordarse, mostrándose en su comportamiento con los clientes y reflejándose positivamente en la marca. En lugar de refrenarnos, RRHH les da libertad para reinar y brillar.
HR myth #5
- What people think HR does: Hire
- What does HR do: Take us higher
Case in point: In The Admiral Group, people can give back to the community through charity, knitting teams closer over a shared ‘cause’ that’s bigger than any business target. In Cisco, a service-first culture goads and pokes employees to reach out to local communities.
Se considera que la reacción en cadena de positividad desatada ha impulsado, a su manera, la incesante subida de las acciones, el capital y el fondo de comercio de Cisco a lo largo de los años.
HR myth #6
- What people think HR does: Guardrail over us
- What does HR do: Watch over us (ala guardian angel)
Case in point: 'Angel in Disguise' is one of your HR's disguised KRAs. It is so at Health Catalyst, where the ever-agile, ever-empathetic tribe helped a worker build a controlled living environment for a newborn child with a rare immune deficiency.
The guys at BAF are no less 'protective' of their flock: When one of their employees encountered a severe road accident, the company thoughtfully shifted them from the third floor to an apartment on the first floor.
Y no sólo eso. Equiparon el apartamento con toda la tecnología y los sistemas que el trabajador necesitará para mantenerse perfectamente conectado con el trabajo durante el periodo de recuperación. Durante estos momentos no ensayados, somos testigos de la mejor cara de RRHH: Desinteresada, sensible y que mantiene el interés del empleado y de la organización en primer lugar.
HR: The role that makes us roll
Accenture’s ‘Hours-that-Help’ lets employees donate their leaves to colleagues ‘in need’, Flipkart’s paternity leave policy supports new fathers, Google’s ‘hobby time’ promotes creativity, and BHEL encourages exploration across verticals through flexible roles.
Godrej’s Talent Auditions (LOUD: Live Out Your Dreams) empower self-expression, Marriott calls employees ‘associates’ to foster mutual respect, and SAP Labs supports employee passions through dramatics, music, and dance societies.
Coca Cola champions diversity, while ITC entrusts young talent with enriching responsibilities. These are not just policies—they reflect the transformative and life-saving resourcefulness of the greatest Human Resource ever known: HR. Yet, despite these innovations, HR myths persist.
There’s a little bit of HR in all of us
Si cree que Recursos Humanos es un único departamento con una ubicación, cámara o cubículo específicos, piénselo de nuevo. Tus RRHH están repartidos por toda la oficina. Los ejecutivos de RR.HH. se deslizan y bailan el vals sin esfuerzo por todas las puertas y departamentos (la mayoría de las veces sin que nadie se dé cuenta), podando silenciosamente una "I" aquí y afinando suavemente una "T" allá para que las condiciones estén maduras y correctas cuando llegue el momento de subir al escenario y dar paso a la gloria.
Sí, por cada actuación virtuosa de Ventas, TI o Producto, hay un devoto y apasionado "evangelista humano" en algún lugar entre bastidores que había retirado cuidadosamente las piedras y minas del camino para que pudiéramos marchar. ¿Podemos volver a recibir la ovación que tan cruelmente nos hemos saltado?
Every role needs a touch of HR magic to come into its own
So, what does an HR do for the people of the organization? Let’s break it down.
- The product manager who needs to add a fresh shot of adrenaline to the idea by stimulating unconventional thinking.
- The supervisor who needs to reward the consistently honest intent of a trooper who prefers to stay in the shadows.
- The sales leader who needs a little nudging and coaching to hit the golden stride.
- The revenue leader who needs more face-time with teams to optimize processes.
- The CXO who needs to do lunch with an intern to seed culture traits (like trust, fairness, and a learning attitude) from the ground-up.
A la hora de la verdad, tienen una estrategia común y sencilla: "LLAMAR A RRHH".
Así que hagamos precisamente eso, ¿de acuerdo? Llamemos a esta gente por lo que son: Los pensadores, arquitectos, psiquiatras, profesores, soldados, pacificadores, sanadores y obradores de milagros que están reimaginando nuestros hábitos y hábitats ladrillo a ladrillo. Para que podamos descubrir nuestro propósito, potenciar nuestro potencial y perseguir nuestros sueños.
How Empuls empowers the modern HR professional
Here’s a detailed breakdown showing how Empuls helps HR professionals rise above outdated perceptions and showcase their transformative value, exactly as emphasized in the HR myth-busting narrative:
1. From “raising tickets” to “raising the game”
Empuls redefines how HR handles feedback and grievances by:
- Real-time employee listening: Through eNPS, pulse, and lifecycle surveys, HR captures actionable insights at every touchpoint in the employee journey.
- AI-powered nudges: “Em”, the personal recognition assistant, nudges managers to acknowledge achievements, making recognition timely and data-driven.
- People analytics: Delivers deep insights into engagement trends, helping HR proactively pivot strategies.
Much like FedEx’s People-Service-Profit philosophy, Empuls places people first with structured feedback loops and transparent communication.
2. From “constructing ceilings” to “creating second homes”
Empuls fosters belonging and inclusion through:
- Social intranet: Empuls’ internal comms platform mimics a digital workplace where news, events, and wins are shared, reducing siloed communications.
- Community groups & wishboards: Employees connect over shared interests and celebrate personal and professional milestones, emulating the community-centric approach pioneered by Cadbury.
Like Cadbury’s Bournville, Empuls creates a workplace where employees feel cared for and connected.
3. From “playing mind games” to “building playgrounds for the mind”
Empuls encourages psychological safety and creativity with:
- Gamified recognition: With badges, leaderboards, and contests, Empuls promotes playful engagement and recognition.
- Diverse content formats: GIFs, quizzes, polls, and videos let employees express and engage in varied, fun ways.
Similar to Quicken Loans and DreamWorks, Empuls fosters a culture of creativity and self-expression.
4. From “reining in” to “helping us reign”
Empuls enables employee autonomy and authenticity through:
- Customizable recognition programs: Empowers teams with peer-to-peer, team, value-based, and jury awards that reflect genuine contributions.
- White-labelling & personalization: HR can brand the platform to mirror company values and culture.
Like Hyatt or SouthWest, Empuls allows people to bring their true selves to work.
5. From “just hiring” to “taking people higher”
Empuls contributes to meaningful growth and impact via:
- Milestone & learning rewards: Celebrate achievements like learning completions or wellness challenges, building intrinsic motivation.
- Charity & volunteer recognition: Support causes through charity redemptions and team events that boost purpose alignment.
Like Cisco or Admiral Group, Empuls inspires giving and growing beyond KPIs.
6. From “guardrails” to “guardian angels”
Empuls supports holistic employee well-being:
- Early wage access: Provides salary advances with no employer liability for unplanned expenses.
- Fringe & tax-saving benefits: Covers expenses for meals, fuel, telecom, learning, and even family care.
- Mental health support: Rewards programs for wellness, fitness, and mindfulness activities.
Like Health Catalyst or BAF, Empuls champions compassionate care for every life stage.
The closing statement from the narrative — that “There’s a little bit of HR in all of us” — resonates deeply with Empuls’ holistic architecture. Empuls doesn't just support HR; it decentralizes engagement by enabling every employee to participate in shaping culture, one recognition, survey, or shared celebration at a time.
