Or most of us would have built great HR a few decades back. Softwares were always there, with different names of course. EDP, ERP or cloud, call it anything but they were always a task that never quite got accomplished.
You hang the values up there, people watch it like a pretty picture, a far destination and then they go back to their daily drudgery. They don't play it in their daily job. Value remains a boardroom talk.
Most HR professionals know their subject, most entrepreneurs want to build great HR. But together, they both fail to build HR capacity. Why is that? And how then, plugHR builds it all up in two quarters?
It's amazing how by simply sharing right kind of reading material, mostly books, you can not just drive up learning but also align your teams at thought level. You'll see the ecosystem effect all over the workplace.
Problem with writing KRAs for roles is that your supervisors lose the flexibility of deploying talent in a manner business demands. "This is not my job" or "forget about KRAs" are then the two paths you leave for teams to argue on.