human resources
Futuristic HR practices to enhance organisational effectiveness
Does an organization really need a person working as a HR manager???
The answer lies in the past times when the HR work was done by line managers, staff etc.
At that time there were no specific HR people and then finally when the organization started to grow in hierarchy and thus realised that HR department is the most required people in an organization.
Then came the phase for them to be more dynamic as the environment was changing, different technologies were coming into existence and so does the different work for HR people like building leadership bench, creating organizational capabilities, enhancing knowledge transfer, leveraging technology. The traditional HR practices of staffing, training, performance management, benefits, regulation, labour relations and so forth did not go away, but they became the table stakes for HR, with new practices emerging constantly.
Then came the present scenario in which the table stakes were still there but because of change in working styles and more participation of women workers there were additions in the tasks for HR people including leadership development, work-life balance, inclusion and diversity, health and wellness, right skilling, managing solid citizens, instant rewards, paid leave initiatives, ethics, managing aspirations, 360 degree feedback and many more.
Now if we talk about the future I see a different emphasis for HR in the future, I see HR’s fundamental purpose-to build a positive, productive workplace-remaining unchanged. With this in mind, I see a successful future of HR revolving around three complementary and overlapping roles. I believe in fulfilling these roles HR will prove itself an important and legitimate contributor to organizational achievement. The heart underpinning these roles is “less control, more learning”.
The roles are:
Facilitator
Facilitating the employee/employer connection that emphasizes employee
Does an organization really need a person working as a HR manager???
The answer lies in the past times when the HR work was done by line managers, staff etc.
At that time there were no specific HR people and then finally when the organization started to grow in hierarchy and thus realised that HR department is the most required people in an organization.
Then came the phase for them to be more dynamic as the environment was changing, different technologies were coming into existence and so does the different work for HR people like building leadership bench, creating organizational capabilities, enhancing knowledge transfer, leveraging technology. The traditional HR practices of staffing, training, performance management, benefits, regulation, labour relations and so forth did not go away, but they became the table stakes for HR, with new practices emerging constantly.
Then came the present scenario in which the table stakes were still there but because of change in working styles and more participation of women workers there were additions in the tasks for HR people including leadership development, work-life balance, inclusion and diversity, health and wellness, right skilling, managing solid citizens, instant rewards, paid leave initiatives, ethics, managing aspirations, 360 degree feedback and many more.
Now if we talk about the future I see a different emphasis for HR in the future, I see HR’s fundamental purpose-to build a positive, productive workplace-remaining unchanged. With this in mind, I see a successful future of HR revolving around three complementary and overlapping roles. I believe in fulfilling these roles HR will prove itself an important and legitimate contributor to organizational achievement. The heart underpinning these roles is “less control, more learning”.
The roles are:
Facilitator
Facilitating the employee/employer connection that emphasizes employee
References: http://www.ere.net/2005/02/28/the-top-25-benchmark-firms-in-recruiting-and-talent-management/ http://bhelhyderabad.com/humanresources.html http://www.tcs.com/industries/high_tech/topics/business-solutions/Pages/E-Learning-Education.aspx http://www.businessballs.com/traindev.html http://money.cnn.com/magazines/fortune/best-companies/2013/list/?iid=bc_sp_full http://mashable.com/2010/11/08/human-resources-social-media/ http://dspace.iimk.ac.in/handle/2259/404 http://web.ebscohost.com/ehost/detail?vid=3&sid=909d9818-4f54-4f5b-a0a5-16a7c36f29d4%40 http://www.jstor.org/stable/27753901?&%26acc%3Don%26wc%3Don%26fc%3Doff&prevSearch=&item=2&ttl=11158&returnArticleService=showFullText http://www.deccanherald.com/content/146027/recent-trends-critical-hr-management.html