Human Resources management in recent years has struggled to be seen as a vital determinant of the business. Additionally, executive leadership in conjunction with the board’s decision on what HR actually brings to the table regarding strategic business planning and organization has begun to reconsider the concept of HR as a driver of high-level roles, but due to recent changes in employment. Right, the need for human resources is imperative now more than ever. Today’s workforce is no longer a collection of the traditional employee, but one of diversity, innovation, uniqueness, advanced technology, and the drive toward corporate / social responsibility. Businesses, as well as large corporations, must provide strategic goals, objectives, mission, vision, and values along with an effective shift in how to allow the new role of human resource management within scope.
HR perception in companies
The perception of HR in the past has dimly shone on the actuality of the HR professional’s role due to a myriad of reasons such as lack of vision, related education, business acumen, experience, specific policies, Strategic focus and effective senior HR leadership, HR is viewed negatively as a waste of working hours. What may explain this perception is the role of human resources within organizations in the past by top executive management, human resources were known (and still are) as a driver of company rules and only they are available to hire, fire, and handle complex issues. in relation to employee relations. The direction of senior management placed in those in human resources is also the reason for the perception, when employment is low, then they ask, what function are human resources fulfilling, but when the need for personnel is high, then the tuning changes and the role of humans? resources within the business and strategic objectives is necessary. Those in top management must know how they want human resources to be included in business and organizational strategic planning so that the role and area of specialization are understood, in addition, the responsibilities for both employees and the organization are well defined. Getting started includes reexamining the vision and mission of the company, while discovering what aspect of human resources will contribute to organizational achievements beyond recruiting, staffing, termination, and utilization of large numbers of talent possessed by human resources.
HR professionals bringing a fresh perspective with a bold mission to the organization is a great place to start to see how shifting perception reinvigorates the role of HR because, in today’s workforce, diversity and culture organizational are one of many HR roles. Today’s workforce requires HR to showcase their focus areas / disciplines and distribute how much they impact the organization, especially with a massive focus on workplace diversity, it is a complex issue that requires more focus on employees within the organization. organization, as well as a workplace policy that accepts differences within the talent community. HR professionals are front-line communicators who lead the organization’s standard of operations, inappropriate employee behavior, and respect for others, but also involve management’s full understanding of labor laws and labor practices. ethical.
Ensure a consistent understanding of the business and organizational objectives of the company, as well as an increasing knowledge of the current labor laws and regulations that help govern the company, along with the necessary training of managers and supervisors. Providing flexibility in communication and also taking the time to get to know employees and their goals is another method to reinvigorate the perception of HR.
Regarding the changes that HR has undergone, some companies still use the department as executive secretary connections between employees and management; However, this perception has affected HR because department members do not really understand how to approach employees during challenging work problems.
The HR Path to Recovery
Recent research from business writers and HR professionals has begun to explain the HR department’s lack of purposeful attitude, as well as how HR can implement certain changes to reclaim its place at the table. management in a strategic way.
Peter Cappelli, Harvard Business Review author of ‘Why We Love to Hate HR … & What HR Can Do About It’ addresses what HR can do to demonstrate why they exist and how important they are to a company, such as their counter departments and to reduce employee hatred against HR Cappelli suggests the following to create stronger and more relevant HR:
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“Set the agenda.
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Focus on the issues that matter in the here and now.
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Acquire business knowledge.
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Highlight the economic benefits.
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Stay away from those who waste time “(Cappelli, 2015).
Susan Heathfield, author of ‘The 3 New Roles of the Human Resources Professional’ explains that HR has now positioned itself with additional roles within the business that are strategic to implement the necessary changes. Heathfield states that “successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centric” (Heathfield, 2017). Academic HRM courses that encourage business students and future HR professionals to become more business and customer oriented in serving internal and external clients help in preparation to revitalize the HR role . By embracing this new persona of the HR professional, companies that influence this type of organizational behavior start within the business culture while maintaining superior leadership that manages the way HR. HH. Must be represented within the organization. HR as a strategic business partner is evident in organizations such as the Society for Human Resource Management (SHRM) that provide resources and tools for HR professionals to go beyond their basic experience and establish themselves with management skills. learning that align with the organization. A strategic business partner influences important business decisions that influence labor costs, marketing, financing against the organization’s budget, and career-specific management programs. HR, as an employee advocate, is being revitalized to assist employees with professional and personal concerns that affect job performance. Employee Advocacy within HR as a game changer enables employees to discover what the multi-talented department can accomplish when it connects with employee issues that concern them while aligning HR focus areas. HH. To better serve the employee. Recovering the professional purpose of HR is “to create a work environment in which people choose to be motivated, contribute and be happy” (Heathfield, 2017, para. 7). The HR professional is there to embed the organizational culture, in addition to providing expert advice to management and employees regarding their business relationship with the organization. The HR profession as a specific change innovator is rapidly increasing within the organization. HR reinventing the customer-oriented aspect while adding creative methods to initiate the necessary changes regarding mission, vision, organizational culture, work practices, values, beliefs and progressive programs to continue the receiving positive changes from the organization in general.
The impending requirement for a change in perception is related to the viability and role of HR within the business.
The HR role is imperative and continues beyond hiring, staffing and firing employees, but the plan in which companies want to use the vast knowledge within the HR role depends on top executive management and key stakeholders, as well as the strategic focus within the organization. The reexamination of HR within the organization affects the business focus. HR now has the resources, tools, and strategic roadmap to be taken seriously within business goals by aligning HR goals with those of the organization to be reborn into a stronger and more relevant department. business that exceeds the expectations and perception of your peers. The impending requirement for a change in perception is related to the viability and role of HR within the business.
Sources:
Heathfield, S. (August 2017). The Balance: The 3 New Roles of the Human Resources professional Retrieved January 16, 2018, from https://www.thebalance.com/the-new-roles-of-the-human-resources-professional-1918352
Cappelli, P. (July-August 2015). Harvard Business Review: Why We Love To Hate HR. What HR Can Do About It Retrieved on December 27, 2017, from https://hbr.org/2015/07/why-we-love-to-hate-hr-and-what-hr-can-do-about – that