In the 21st century, challenges for any business setup have gone hyperactive creating demanding situations, which is hard to manage efficiently. Now, organizations are facing an unbelievable “organizational” and “environmental” pressures with evolving HR trends. To give you a brief of what exactly organizational and environmental influences are, the list would help:
- Huge changes in workforce
- Massive variations in employee priorities
- Multiple corporate associations
- New ways of assigning work
- Employee capabilities
- Expanding globalization
- Frequent technological changes
- Fierce competition
Current Human Resource Management Requirements
Such critical situations create an opportunity and need for robust human resource management to play a crucial role in helping organizations cope these critical transitions. To play this role, Human Resource will have to increase its real worth. The role of human resources has been evolving for a couple of years, considering the current scenario.
This transformation was necessary to recognize the value of employees as an organizational “resource” merely as “employees.” The shift also brought a call to action for HR to play as a strategic partner with business leaders so that they can contribute to businesses’ significant decisions.
There are certain or maybe uncertain deliverables or outcomes (due to various roles and challenges), for which HR is responsible for:
- Employee Involvement
- Strategy Execution
- Managerial Effectiveness
- Capability to change
To perform better in these four areas, there are four complementary roles for HR mentioned below:
- Aligning business and HR strategy as a strategic partner
- Working to improve organizational processes and deliver essential HR service as an administrative expert
- Responding to the needs of employees as an employee defender
- Managing transformation processes to increase the effectiveness of the organization as a change agent
Every HR group has to deal with unique issues due to the shift to the HR role. To deal with them, there are a set of activities that will help in the process. Following are the steps:
It is important for a leader to have a clear vision and motivate others for developing that vision, and help them work collectively to achieve it. To change the role of HR in an organization, it is crucial that HR leaders work with their team and the business leaders. Strong leadership will help the company understand the real organizational needs.
Anticipation is important for every HR. It can assist the HR to provide value to understand the influence of current activities to the organization in the future. HR needs to understand how workforce challenges and shifting business environment will likely change the organization and its business aspects. One of the priority work of HR leaders and its associates to be proactive to overcome the HR challenges and lead the company to productivity.
Imagination and Flexibility
Globalization is still in process; no idea to what extent it will change, it will create a need for both creativity and flexibility. Those who are flexible to adopt positive changes despite being adhered to set policies are the winners in HR industry. Uniqueness is the key and if the organization finds unique ways in between must incorporate it into the already existing list of activities. It will drive the business ahead.
It is sad but true that many organizations still believe that HR is a non-revenue generating aspect in their trade setups. There is an urgent need to understand that the HR team adds the value while hiring the right candidate, attracting and retaining them for maintaining the expected productivity level.
Despite the present and upcoming challenges, HR with a value-driven and proactive thinking approach consider as the best Human Resource practice. In the eyes of business leaders, HR serves a critical business function.
Hope you enjoyed reading the blog.
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