Radical Changes and Responsibility of HR Department

Changes are happening around the world, and if we look closely Indian scenario is changing rapidly. There are many organizations that are now focusing on HR departments and trying to look at the various problems through the eyes of of the Human resources who are now becoming human rhythm of the organization.
What are the key areas where HR should focus, given all the enormous and radical changes that have prepared employees towards changing employment scenes, let us see some of them:

1. Provide for employability rather than employment:

An employee’s life may have training and development initiatives in terms of programs that run like a machine throughout the year. However, it’s now time to move on and build real organizational development and effectiveness initiatives that solidify the basic platforms, attack behavior and mind-set changes and give back the employee a sense of increased skill base, functional strength and behavioral agility in tougher situations. The key word is employability and not employment. Each employment has to increase employability of its employees as they stand to contribute towards their organizations.

2. Line of sight is a great aspect to lean on:

Fast track careers are a great way to align employees with the organizational priorities. Line of sight has to be in sync with the way organizational strategies shape up. The linkage has to be very clear. These careers need to be a zig-zag, giving a complete overview of the business value chain,even for functional specialists.
Succession planning questions today start at the hiring stage itself. A good succession plan is a great attractor for any employee and it shows an organization’s maturity towards its people as well as clarity on its strategic sense. It’s a great motivator for any employee to know what is offered say two years down the line.

3. Compensation is important today:

Indian companies are becoming equally or more attractive today than even multi-nationals in paying employees. When The Economic Times publishes a double digit increase in salary expectations for employees across many sectors, it’s really speaking about pay packets that are much higher than the increase in inflationary cost of living and of course in line with meeting demands of rising middle-class aspirations of wanting to spend more. Compensation is important today for employees and at all levels and it’s a fact today, at least for us in India.

4. Meatier roles are in; if you don’t have one, don’t hire:

Hiring for the sake of hiring in the last two years has back-fired in a big way. Today’s case is about hiring well and intelligently. Head-count is about productivity and increased focus on top-line as much as, or probably more, on ensuring rationalization of bottom-lines. Consolidation of roles and structures and streamlining of structures, processes and systems needs to be the norm today. HR needs to ensure it’s in sync with all these changes and does not hire unless it’s about a great role being offered to an employee, even if it’s at an operational level. Everyone would want to increase head-count in India but being careful is important.

5. Global exposure is important because the world is no longer just India:

Exposure to the world-market is imperative. India is no longer an island and each and every employee needs to know what is on with a market near or far off to India – how a Thailand or Indonesia or Africa or China is growing and what impact it would have on us and our employment conditions? Career development needs to have a world focus today.

6. Innovation is important and has to be fostered:

Probably one can call this an extension of employability concept. Innovation is important from an employee perspective – everything today rests on doing something new, something different all the time, every-time. It’s a great value addition to companies as much as to employees who are part of such changes. HR must ensure that strategic changes are translated into innovative ways of doing business.

These changes have altered the scenario at a great extent and the employment conditions have also changed since then. The responsibilities on the HR department have ever since increased and will continue to do so in the coming years with many other organizations fostering these changes radically.

  • Email2parthu

    Can u please tel me more HR dept…

  • Email2parthu

    Can u please tel me more abt HR dept…

  • Anonymous

    A very good write up in HR..excellent..one more aspect i would like to add is about STAGES OF EMPLOYEE IN AN ORGANIZATION.This sorting of employees will help in Personnel Management, Appraisal, Training and Development,Manpower Planning and many other functions of HR.Infant Stage, Growing Stage, Golden Stage and Saturation Stage are the stages in which employees can be kept accordingly.There are many parameters which helps in segregation of employees. This study of stages helps in making performance graph as well.

  • Archna Khurana Sharma

    Very well contributed Pallavi. Thanks for this.