The document discusses rebranding HR by treating employees like adults rather than children. It suggests giving employees autonomy, opportunities for mastery and a sense of purpose in their work. Examples mentioned include results-only work environments (ROWE), 20% time for independent projects at Google, and FedEx Days where employees can choose their own schedules as long as work gets done. Companies with these flexible cultures see lower voluntary turnover and higher productivity. The conclusion is that HR should hire good people and get out of their way rather than micromanaging with strict rules.