HR – CHALLENGES
1. Cultural Challenges
2. Leadership Grooming
3. Retaining know – how
4. Gender Equality
5. Demand for manpower is rising but supply isn’t able to keep pace.
6. Bloating wage bills, but manpower quality is deteriorating.
7. Surfeit of graduates, but low employ ability due to poor skills.
8. Deep – rooted mindset.
ROLES OF HR PROFESSIONAL & PERSON SHOULD BE IN 21ST CENTURY
Some industry commentators call the Human Resources function the last support of bureaucracy. Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management.
In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by most of the organization.
The role of the HR Professional or Person must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor.
In today’s organizations, to guarantee their viability and ability to contribute, HR Professional need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives.
The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.
As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.
Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.
In this role, the HR manager provides employee development opportunities, employee assistance programs, gain sharing and profit-sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities.
The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued. Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change.
The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this.
The CORPORATE WORLD is changing at bullet-train speed – technology, the global economy, increasing regulatory scrutiny, the looming talent crisis and the recognition that mental illness is dramatically affecting the workplace. All of these are having a huge impact on the HR Profession.
Now Employees are finally started realizing that how important their role is. They want you to get out of the day – to – day administrative (while still making sure everything is done perfectly) and want to measurably contribute to the top-line and the bottom line, and help in mitigate risk.
HR IN 21ST CENTURY
There is an acute need where HR Department can bring Change in Business Concept of HR and start considering them differently with the current push towards strategies that engage human resources, attract top talent and contribute to the bottom line, this change is imperative. In most of the reputed organization it is observed that most of the HR is at the Table, now its need that how at the Table we contribute best to the success of the Organization. Now it’s a need where Role of HR talks less about “at the Table” and more about “to be Strategic”. We have to dig the organization to identify the talent in every aspects of the business in order to change the Business Concept in terms of HR.
Role of HR talks more about “to be Strategic”.
With the rapid change in organizations there is a need to develop more focused and coherent approach towards managing people. Frequently in managing the people, organization focus only on one or two dimensions and neglect to deal with the others. Typically, companies reorganize their structure which is free from BUREAUCRACY and drive for more ENTREPRENEURIAL FLAIR but then fail to adjust their training or reward systems. An Organization should value Quality & Service by Retraining staff, reviewing the reward system, Appraisal and Communications systems.
How the Strategic Business Objectives can be achieved to manage and run the HR Concepts in terms of the Business.
Culture : the beliefs, values, norms and management style of the organization
Organization : the structure, job roles and responsibility of the organization
People : the skill levels, staff potential and management capability
HR System : mechanisms which deliver the strategy – employee selection, communications, training, rewards, career development, etc.
There are seven steps for developing a HR strategy and the active involvement of senior line managers should be sought throughout the approach.
- Understand Business Strategy.
- What people can contribute?
- Focus on internal strength and weakness of the people in the organization (SWOT Analysis).
- Concentrate on the organization’s COPS (Culture, Organization, People and HR System).
- Concentrate & Determine on people critical issues.
- Implications & Functions of HR System.
- Implementation and Evaluation of Action Plans of HR System.
HR Professionals now need to step up and pick up responsibility of other functional areas. We have to think like Marketing People ~ establish an employer brand ~ communicate the employer brand ~ sell the employer brand. We have to think like Finance People ~ Acquire a broader range of business skills ~ Develop the Metrics. Time has gone now we just preach the benefits of continuous learning to the employees, now it’s time to be a continuous learner. Be at the forefront of the latest trends and requirements and react to them quickly. 21st century demands real talent management – know who our Stars are, nurture them, develop them, figure out what support they need to thrive in the organization. Start working on an HR Strategy today ~ we need to change the work of world & to do so we need to change HR departments into Talent departments.