The Current Future Of Human Resource

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an

Further to the recent organisation re-structure forecasting the closure of the HR department, the following report has been created to highlight the importance of the HR activities and the support it offers within the organisation.

HR Function has evolved from a traditional people management foyer to a value added consulting service provider that accelerates improvement and development in all facets of operations. In order to fully capsize functionality of HR in organizational structure, HR capabilities should be aligned with organizational strategies designed to achieve set targets. This requires introducing meticulous changes in current HR Policies and revamping the structure and procedures to reinstate the roles and responsibilities of HR function to emerge from being compliance and administrative focussed to a decisive role that fosters partnership with Management team/Executive council. Once HR Policies are established it will be critical to measure, monitor

In an ever-changing world of Human Resources you have to be up to date with all legislation and have a pipeline of solution to each eventuality that can occur in your individual sectors along with the outside world.

In the recent Harvard Business Review (HBR) publication for July – August 2015, the title of the magazine was It’s Time to Blow Up HR and Build Something New. Here’s How (Harvard Business Review, 2015). The publication had a series of articles related to elevating the Human Resources (HR) function to supporting the chief executive officer (CEO) and the chief finance officer (CFO) effectively manage the organizations people, and way from administrative functions (Harvard Business Review, 2015). In general, I agree that having an HR function in my organization that supports me developing myself as an employee, and the people on my team to have the skills, and organizational design allowing me to execute my role is my expectation of HR. This paper discussions my expectations of the HR function at Pearson, both as an employee and as a director of my group, how I discern how well I am performing at my job function, and provide future on-the-job training recommendations for new employees given my experience.

Human resource management’s (HRM) role is changing in business. In the past, HR was a nothing but an administrative support function, now it is a key player in a business’s strategic planning. Today HR must have the ability to manage employees in way that contributes directly to a organization’s strategic goals. This sudden paradigm shift in purpose now feeds HR manager’s need for integrated systems that also include business intelligence. As companies look for more responsive and effective systems, outdated HR systems fall to the wayside as new modern and agile systems evolve.

In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

HR managers face great challenges such as managing attrition, encouraging retention and meeting ever-increasing demands from employees, customers and executives who want greater efficiency and HR input on achieving business objectives through hiring strategies and people management practices. HR departments often find their duties expanded to deal with empowered customers, key business suppliers, business associates and customers. Software solutions provide technical capabilities that many departments fail to leverage to their fullest potential while executives cut funding and reorganize departments to handle cross-departmental duties to streamline operations. This changing dynamic represents an epic shift away from focusing on talent and a shift to concentrating on people even though departments must use technological tools to accomplish their duties and stay competitive.

Emerging trends in Human Resources Management Robert c. myrtle, dpa Director, executive master of leadership Professor of public administration, and Professor of gerontology Emerging Trends in Human Resources Management (HRM) Session Outcomes: • Discover the global trends affecting human resources management, • Describe the impact these trends are having on organizations and the management of human resources, • Develop an appreciation of the changing role of human resources management in supporting organizational strategy. Emerging Trends in Human Resources Management (HRM) • How would you define or describe Human Resources

Over the years in business HR have been looked at in positive and negative ways. Nevertheless, they are essential to the well-being of an organization. Some of the faultfinders don’t give HR credit for the significant contributions they make. Despite the negative feedback, HR department can gain respect by being brought to the table as a business partner and into the realm of strategic planning. As the senior VP of our HR department, I think by improving in the area of innovation and creativity and all departments working together, HR can siege the opportunity to create a competitive advantage for the organization. HR is the department that views their human capital and their talent also as a valuable asset to the organizational success. In our organization, the HR department approaches their human capital in a more sensitive way to win the loyalty and commitment of them, while increasing profit and maximizing the efficiency/effectiveness of its work power (Ozlen, 2014, p. 1367-1375). Our HR department endeavors to strive to be more and more creative and innovative regarding making new ideas and implementing productive processes into practice. If the present role of the human resource department is to be a vital facet of successfully competing in the marketplace, then we need a different thinking about issues and innovations. Also, we need to be more transparent regarding who we are and what we do as human resource employees.

Today’s organizational leaders are facing accelerating rates of volatility, uncertainty, complexity and ambiguity, all of which are showing no signs of slowing down. Whether it is the continuing digital revolution or expanding global markets, our current environment requires a constant state of innovation. For companies to continue succeeding, next generation leaders must be able to handle any curve ball thrown their way. Leading through this new business environment requires the capability to sense and respond to changes in the business environment with actions that are focused, fast, and flexible. The next generation of Human Resource Managers will have to be agile and well coordinated for quick change.

In today’s world of business, the role of human resource managers is becoming increasingly important in the context of the strategic direction of organizations. The scope of their functions is expanding to cover multi-disciplinary areas including the field of law. As such, they are responsible for the occupational health and safety of the employees under their authority. This includes having adequate knowledge of the provincial and federal laws that govern the individuals working within the organization. While there is a broad focus on health and safety initiatives as part of a strategic approach to human resource management (Dessler & Chhinzer, 2016, p. 324), there seems to be little attention paid to the effects of breaches of these

An in-house expert knows its human resources and how to implement them for their bottom line. Edward Lawler says in his book Achieving Strategic Excellence: An Assessment of Human Resource Organizations "HR effectiveness is designing the organization structure to implement strategy, designing the criteria for strategic success, and deciding among the best strategy."(Lawler93). Implementing human capital value and budgets for business ' can increase the knowledge of what a company 's expenditures are and what the budget must consist of. HR can trim the excess of workforce management, negotiate wages, construct vacation times, and health care benefits. An earlier study in 1999 by the USC investigators report, showed that companies that used employee involvement, seen a return of 66 percent boost in return sales, 20 percent boost in return on assets, 20 percent increase on return on investments, and 13 percent higher return on equity. As HRMatters says that companies are doing away with HR departments, the writer states that this may be due because "Companies cut their departments because it seems cost-effective to do so in the short term. However, in the long term, companies suffer when other departments are forced to perform the same duties at a substandard level."