Human resource management system
Getting involved in HR literally meant, to diffuse employee relation issue, but this was during the past. The nature of the HRs in the twentieth century involved hiring, control, development, performance, culture, holiday parties, talent management and many others. One can say the HR then was rather reactive than strategic.
Ever since the emergence of the digitization world, the role of human resources drastically changed. The old and traditional HRs are not turning into a newer breed of HR executives with newer skillset. The role of HR has now become strategic in nature which in return becomes a critical function to the success of an organization. However, with a shift that defined us versus them, a friction that framed the HRs to be an outlier for businesses embracing newer approaches on partnership, shared outcomes and accountability.
But one cannot keep HRs isolated as a centralized team, rather allow embedded HR leaders and professionals to integrate into more work units. Doing so offers an opportunity where HR leaders get the opportunity to learn more about the organization’s turnover risks, culture shifts and a status of the organization. To this changes, leadership in HR proves as an enabler in taking up challenges and developing people strategy that is aligned with the organization’s goal.
The future of HR begins today
The world in a disruption due to technology and innovation, thus, making HR leaders the future of human resources. We’re now living in the 21st century and the leaders in HR must now be fully tech-savvy. Else how will they contribute towards the same vision?
Amidst these changes, the human resources of today must start understanding that their job in no more traditional, they need to move and get into a strategic role and that their job is now a ‘human transformation’. Big companies have moved into redefining the HR function and the value towards it bring towards businesses. Although there are other organizations that have set up their HR functions as consulting teams. Even so, there is still time for the human resources professionals to be peoples first advocate.
Leadership in HR requires the leadership skills such as credibility, extensive knowledge of business, organization operations and HR. As a leader, you need to have skills such as critical and analytical thinking along with persuasiveness and the ability to influence others. No doubt the role of human resources is changing, and as more organizations look forward to shift into the current HR model, the nature of businesses will tend to change.
Reskilling and creating an adept in recent technologies widely depends on skilling the workforce only by keeping a collaborative future in mind. As we move from a traditional role to a strategic role, the leaders of tomorrow will have to be able to keep up with the upcoming trends and geared themselves towards the jobs of tomorrow.
But are we ready to take that stand, how prepared are we today?