From time to time the field of Corporate Learning is subject to discussions on the labeling of the discipline. We have come all the way from Training and Personnel Development. Currently we are in the Human Capital Development era. Just another try to pimp the discipline? Clive Shepherd wrote an interesting comment on this development. He states: “I do know what capital is, and it isn’t people … People are not capital because they cannot be employed in place of money to purchase assets or to cover expenses … If anything, the concept of human beings as assets is even less credible than it used to be, because, with increased mobility of labour and severe skills shortages“.

I think his statement is spot on and Human Capital Development is just a way of stating: “Look we are doing some strategic things here, we are adding value to the business!” This probably is an attempt to counter the criticism HR professionals constantly having to deal with. In my opinion re-labeling the discipline isn’t the answer. More fundamental changes are needed for HR(D) to become business partner:

• Increase business understanding and general business acumen.
• Don’t talk jargon and develop professionalize the ways of working.
• Leave the administration and operations to services centers or outsource.
• Get out of you ivory towers in Corporate HQ and start listening to your clients.
• Forget about ROI and deliver services the business is asking for.

If the fundament is right, the labeling is just about internal marketing. And I must say Human Capital Development sure sounds trendy and appealing. I can imagine that it looks impressive in internal Powerpoint presentation for executives. So, what should we do? Should we use a label that is appealing, but not correct from a theoretical standpoint. Or, should we be true to our profession and use a label that is authentic.  

Please help me out on this one and join my poll (see sidebar)! What is your preferred label for the field of corporate learning and development?

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