In recent years, human resources management has been pushed to be recognized as a key factor in the company’s success. In addition, government management and the board of administrators have started to reassess the image of HR as a high-level paper pusher. Still, because of recent changes in employment law, the need for HR is more than ever. Modern workers aren’t your average workers, but those that are innovative, creative, and have a strong desire to work for a business or a cause. Along with a clear understanding of the new role of HR in the organization, smaller organizations should offer their own set of strategic goals and objectives and a clear statement of their mission, vision, goals, and values.
HR’s Perception in the Workplace
HR. Human resources (HR) as a concept has previously cast a shadow of reality over the role of HR professionals. Many factors, including a lack of creativity and visionary, connected training, business acumen and experience, specific coverage, strategic focus, and efficient HR senior management, have led to HR being adversely seen as a waste of time in the workplace. If you think about it, the human resources department has been seen as a paper pusher in the past by senior government administration, and it is still seen as such now. This may explain why this perception is so prevalent. Because senior management emphasizes human resources while employment is minimal, the idea that human resources serve a purpose is valid. But when staffing requirements are high, the tune changes and the need for strategic human resources becomes apparent. Strategic human resource planning is critical for senior management, who must see the need of clearly defining roles and responsibilities for employees and the business as a whole, and how human resources must be integrated into these plans. Rethinking the company’s vision and objective and determining how human resources can contribute beyond hiring, firing, and using a wide range of skills is the first step.
Human resources (HR) specialists are on the front lines when communicating with the rest of the organization about issues like standard operating procedures, poor work habits, and respect for others. A good place to start is for HR professionals to provide a fresh viewpoint and a bold vision to the group to revive HR’s job since, in today’s workforce, diversity and organizational tradition are among the many tasks of HR. The current workforce requires HR to show its focus areas/disciplines and distribute how much they impact the group, particularly with a focus on office variety, which is a posh concern that requires extra focus on the workers inside the group as well as an office policy that embraces variations in the expertise group.
Management and supervisors must be well-versed in current employment laws and regulations to ensure that the company’s business and organizational goals are clearly understood. This includes mandatory training for managers and supervisors. Making communication more flexible and spending time getting to know your employees and their goals is another technique of reinventing the concept of HR.
Some companies still use HR as government secretary liaisons between the employees and administration; however, this thought has dampened HR. Those in the division may not know how to deal with workers during challenging employment situations.
The Return of HR
Recent research by business authors and HR experts has started to clarify the lack of a function viewpoint for the HR division and how HR may adopt specific improvements to retake its seat on the management desk strategically.
Employees’ dislike of human resources (HR) may be reduced by showing them the value they provide to a firm, according to Harvard Business Review writer Peter Cappelli, in his article titled “Why We Love to Hate HR… and What HR Can Do About It.” This is what Cappelli advised the next to do:
* “Decide on a timetable.
* Concentrate your efforts on the most critical issues at hand.
* Obtain company information.
* Make money-related benefits clear.
* Avoid those that squander your time ” (Cappelli, 2015).
‘The Three New Duties of the Human Resources Professional,’ a book by Susan Heathfield, demonstrates that HR now has additional roles inside the company that may be strategically used to achieve necessary changes. According to Heathfield, “successful firms are becoming more adaptable, resilient, fast to shift direction and customer-centered” (Heathfield, 2017). Academic human resources management programs that encourage students and prospective HR practitioners to become more business-oriented and customer-oriented in serving both internal and external customers help prepare for rejuvenating the role of HR. HR professionals who embrace this new persona will influence the company’s tradition while still maintaining senior management’s control over how HR is portrayed across the business. Companies like the Society of Human Resources Management (SHRM) recognize HR as a strategic business partner by providing resources and tools to help HR professionals go beyond their basic understanding and develop study skills in line with the group. For example, a business partner may influence decisions about labor costs, advertising, finance, and the use of organizational money in a career-specific manner. Workers’ personal and professional difficulties are being addressed through HR, re-energized as a worker advocate. With the help of an employee advocate in HR, employees may discover what the multitalented division can do when engaging with employee issues that affect them and aligning HR emphasis areas to better serve the worker. To “establish a work climate in which employees will choose to be engaged, contributing, and joyful,” it is necessary to recover the HR-skilled position (Heathfield, 2017, para 7). As well as advising management and employees on how to do business with the group, the HR professional is there to help preserve the company’s history and culture. The role of HR as a change agent is quickly rising in the organization. HR is reimagining the customer-focused side of the organization while also incorporating innovative strategies to initiate necessary adjustments to the mission, vision, organizational tradition, employment practices, values, beliefs, and progressive applications, to continue the constructive reception of change the general group.
Changing one’s thinking about HR’s role in an organization is a matter of urgency.
Changing one’s thinking about HR’s role in an organization is a matter of urgency. A company’s HR strategy depends on senior management and key stakeholders and the group’s strategic approach to using HR’s vast amount of information. It directly affects the company’s strategy when HR is reevaluated. By integrating HR’s goals with those of the company, HR has the resources, tools, and strategic roadmap to become a stronger and more business-oriented division that exceeds the expectations and notions of its colleagues.
Sources:
Heathfield, South (August 2017). The Right Stuff: Three New Positions for Human Resources Experts https://www.thebalance.com/human-resources-professional-1918352.html was retrieved on January 16, 2018,
Cappelli, P. (2000). (July-August 2015). Why We Hate Human Resources: A Harvard Business Review Article. Human Resources’ Role in It HBR’s “Why We Love to Hate HR and What HR Can Do About It” was published in July 2015 and was retrieved on December 27, 2017.