Dear Friends,
There has been a perception for long that HR function has spent time in bringing out generic processes, systems and practices rather than industry based customized solutions to HR issues and challenges that support the value drivers of overall business of the organization. In many cases it may have failed to deliver the value. Probably, this has prevented the function from attaining the strategic position in business. Simply pursuing generic practices will neither add value to business nor the seriousness nor respect to the HR function.
Studies and surveys conducted in recent past also reinforce the above proposition. Only being important will not be sufficient. To move into the orbit where HR is accepted and recognized as strategic business partner and effective business advisor, HR has to shed with old perceptions. HR has to create its value more prominently so that it is understood correctly down the line in the organization. HR has to think, understand and communicate in business language. Moving from transactional/administrative role to higher value added activities, HR has to develop line managers to take on the HR related issues of their own and has to show the way to enable managers to manage HR.
There are few areas where HR should focus in near future to achieve above objectives and show its worth. Using technological innovations, social media, workplace flexibility, high employee engagement, retention and employee relations can prove to be a game changer. Technological innovations can help strengthening the knowledge and capabilities of employees. HR has to seize the opportunity provided by growing social media to better leverage recruitment function. The future is of flexible and virtual workforce. Part time, temporary and contractual workforce is going to be increased out of proportion. These will imbalance the business harmony if ways and means are not devised to manage the aspirations of such a big workforce.
There lies a bright opportunity for HR to increase its role and visibility with line business, should HR professionals become business people. In coming times successful HR professionals will be those who tap into an organization's long term strategies and develop an agenda which meets employees as well as organization's requirements. At the end of the day HR has to quantify the value added in financial terms.
Business manager embarks upon a new initiative, HR's future focus, cover feature of May 2013, where we highlight few areas on which HR professionals should focus in near future. Apart from articles on the theme, the views expressed by HR people in a discussion initiated by BM are a reflection on what the fraternity worldwide thinks on this issue.
regds,
Anil Kaushik
Chief Editor,Business Manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
09829133699
<link no longer exists - removed>
From India, Delhi
181There has been a perception for long that HR function has spent time in bringing out generic processes, systems and practices rather than industry based customized solutions to HR issues and challenges that support the value drivers of overall business of the organization. In many cases it may have failed to deliver the value. Probably, this has prevented the function from attaining the strategic position in business. Simply pursuing generic practices will neither add value to business nor the seriousness nor respect to the HR function.
Studies and surveys conducted in recent past also reinforce the above proposition. Only being important will not be sufficient. To move into the orbit where HR is accepted and recognized as strategic business partner and effective business advisor, HR has to shed with old perceptions. HR has to create its value more prominently so that it is understood correctly down the line in the organization. HR has to think, understand and communicate in business language. Moving from transactional/administrative role to higher value added activities, HR has to develop line managers to take on the HR related issues of their own and has to show the way to enable managers to manage HR.
There are few areas where HR should focus in near future to achieve above objectives and show its worth. Using technological innovations, social media, workplace flexibility, high employee engagement, retention and employee relations can prove to be a game changer. Technological innovations can help strengthening the knowledge and capabilities of employees. HR has to seize the opportunity provided by growing social media to better leverage recruitment function. The future is of flexible and virtual workforce. Part time, temporary and contractual workforce is going to be increased out of proportion. These will imbalance the business harmony if ways and means are not devised to manage the aspirations of such a big workforce.
There lies a bright opportunity for HR to increase its role and visibility with line business, should HR professionals become business people. In coming times successful HR professionals will be those who tap into an organization's long term strategies and develop an agenda which meets employees as well as organization's requirements. At the end of the day HR has to quantify the value added in financial terms.
Business manager embarks upon a new initiative, HR's future focus, cover feature of May 2013, where we highlight few areas on which HR professionals should focus in near future. Apart from articles on the theme, the views expressed by HR people in a discussion initiated by BM are a reflection on what the fraternity worldwide thinks on this issue.
regds,
Anil Kaushik
Chief Editor,Business Manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
09829133699
<link no longer exists - removed>
From India, Delhi
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