Abstract
Purpose The purpose of this study is to examine the perceptions of the human resources (HR) function from millennials and postmillennials who are either just finishing college or already in the early stages of their careers. Previous works have often revealed negative stereotypes toward HR, and this study serves to discover whether these perceptions are changing. Further, the study aims to address the origins of and reasoning behind these new perceptions. Design/methodology/approach A two-study survey research design using a sample of 106 college of business students (Study 1) and an additional sample of 135 former business students who have graduated since 2011 (Study 2) is used. Findings The results demonstrate that perceptions of HR are changing and quite positive, with the majority of these perceptions originating from personal experiences. In fact, the vast majority of respondents not only felt positive about HR but also like and trust their HR representatives. Originality/value Results also suggest that there may be a disconnect between perceptions of the HR function and its actual purpose, suggesting that HR professionals need to better educate others about their important role as a strategic business partner.
Highlights
A two-study survey research design using a sample of 106 college of business students (Study 1) and an additional sample of 135 former business students who have graduated since 2011 (Study 2) is used
The results demonstrate that perceptions of human resources (HR) are changing and quite positive, with the majority of these perceptions originating from personal experiences
The purpose of our research is to examine HR perceptions of younger generations to determine whether a greater understanding and appreciation for HR is present or whether focused attention on the issue is necessary to achieve more support of the HR function
Summary
A two-study survey research design using a sample of 106 college of business students (Study 1) and an additional sample of 135 former business students who have graduated since 2011 (Study 2) is used. Considered to be more of an administrative function, modern HR operates more frequently as a strategic business partner, working closely with other members of the organization’s senior leadership team to design and execute an HR strategy that aligns with the organization’s mission and vision on critical tasks, such as advocating as an employee champion and serving as an organizational change agent (Buyens & De Vos, 2001). This shift is especially important considering that positive perceptions of HR have been shown to. The problem lies in the existence of misconceptions of HR and in misunderstandings about the field itself
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