That was the question posed by an anonymous reader who found his or her way to this blog after hitting 'search'.
It is a pretty good question, and I don't think they found the answer here, at least not a complete answer.
Flickr - valentin.d
From my perspective as an HR Tech guy, 'Hard Core' HR would certainly involve staying current on the latest tech trends and developments, strongly advocating for and implementing new tools and technologies to streamline processes, improve talent management, and enhance organizational communication and collaboration.
But most of all it would mean challenging the status quo, pushing the technology envelope in HR, and trying new things even if they make your 'traditional' HR colleagues uncomfortable.
Start an internal blog, claim your company's Yammer domain and get the HR staff signed up, post a 'Why its great to work here' video on YouTube, create a free Wiki for posting frequently asked HR questions, use Rypple to get feedback from staff on HR policies and programs.
Maybe those are not really 'Hard Core' steps, but if your HR department is still relying on blast e-mails, a boring intranet, and the hidebound annual employee survey, then 'Hard Core' really is not needed yet.
'Medium Core' will probably do for a start.
What do you think?
What is the meaning of Hard Core HR Professional?