Abstract

This study was constructed through the lens of non-dual ontological and epistemological philosophies. It aimed to explore and analyse the attitudes, perceptions, debates, and insights around whether Human Resources (HR) is a role, function, or profession, in addition to critically examining the historical, cultural and process of professionalisation of HR. This research explored the perceptions, views, and life experiences of a range of social actors (HR practitioners, employees and managers) through a social constructivist lens influenced by a dominant phenomenological mode of constructing knowledge.
This existing qualitative study used life history instrument to collect data from forty-seven participants by combining convenience and purposeful sampling strategies, in addition to applying documentary evidence as a complementary method. Positioned as a reflexive insider, the life histories offered the opportunity to explore and advance an in-depth understanding of participants’ perspectives and perceptions of HR professional status as a lived experience in-depth and with flexibility by utilising their authentic voices.
The data, analysed thematically, revealed several key findings. Firstly, it was found that HR lacks a distinguishing feature of professional activities-licensing. This finding challenges the traditional view of HR as a profession. Secondly, the data suggested that HR can be defined as a professional role, as it occupies an advanced position in Greenwood’s Professionalism Continuum based on ‘know-how’ rather than ‘know-what’. Thirdly, the study found that the levels of professionalism among HR practitioners are influenced by their knowledge, seniority, and the nature of the HR roles assigned to them. Lastly, the data revealed that HR is developing a dynamic ‘role-related’ professional identity, where the HR practitioner's ‘current self’ influences the degree of self-identification.