Globalization, technological developments, changing demographics changing customer and employee needs have thrown open a new breed of challenges for HR managers, thereby imparting a sea of change in the entire fabric of conventional HR.
To respond to these increasing demands, HR professionals must define, delineate and improve their performance against a set of specific competencies. The job of HR today is to create value, and good communication with employees is critical for this value creation. Managing expectations, getting clear on the strategy, having core competencies and organizational capability are essentials for value creation.
HR must allow people to work on projects that are demanding, unpredictable and ambiguous, as many enjoy such challenges. And all HR strategies have to be directly linked to the core business of the company and its customersâ€™ interests. Employees should be taught â€˜spiritualâ€™ discipline, and HR should inculcate modesty, integrity, forgiveness, humility, mercy, mutual respect and charity, qualities that are keys in a work environment. Attraction and retention of talent is a very serious issue. Mindful hiring, providing good career opportunities, providing jobs at par with skills to enhance commitment and job satisfaction, making people owners of the company and increasing value proposition are a few things that would help in employee retention.
Today, HR practices are increasingly considered as part of a firmâ€™s competitive advantages. Intellectual capital, talent, intangibles and capabilities all derive from people, their competence and commitment.
Multi tasking is bringing innovation and also compulsion to demolish the boundary walls between departments. This puts a lot of pressure on HR professionals who must stand above and add value to the organization.
We are in time when a lot of opportunities are around, a time when HR would be acknowledged as the soul of the company, which is going to be a competitive advantage. There is a huge gap in the demand supply, and in order to fill this gap, HR professional must become educational entrepreneurs and the companies must support them in becoming good educational entrepreneurs.
A CEO is forced to overlap his/her agenda with HR agendas. Today, CEOâ€™s cannot exist without a HR agenda. As the world becomes flat, it is very important to understand that HR is not just a mere function, but it is the principle DNA for life at large.
CEOs and HR must work together towards one objective â€“ creation of success through a die hard attitude, team work, high energy and extreme passion for work among their team.
Todayâ€™s CEO is equally concerned about people and business. Considering people before anything is the key differentiator. HR is wearing the cap of an organizational productivity expert to enhance organizational performance. Competence, courageousness, curiosity and career orientation are the four Cs demanded out of an HR professional today.
Business knowledge, technology champion, strategic partner, global HR manager, functional/delivery expertise, etc, would be some of the key priorities of future HR professionals. HR will spend majority of working hours for designing, consulting, advising and strategic planning rather than service and admin related work.
The next generation of HR professionals must be business driven, and should be able to think and process business outcome and value for business. HR must be business oriented and agile, cost conscious and result driven and a communication champion.
New HR out look fresh perspective is about the thumb rule for HR interventions like innovation, organizational readiness, measure effectiveness, culture, values and work ethos.
Today, it is not HR in business but business in HR. HR is the relationship builder, brand manager all combined in one.
Strategic HR Management in India stresses the HR professionals to look inside and find a space and take care of them. The people in business must say what they do and do what they say.
HR has to move from human resources management to human capital enhancement by creating human capital and effectively managing them. HR must share the credit of every small victory with entire team. HR has to do the balancing act between the two driving factors of a company achieving growth and profitability and keeping employeesâ€™ cause even if it is against business requirements or profitability of the company.
The future roles of HR will be as deliverer of business solutions, productivity czar, chief effectiveness officer, employee champion, diversity manager, chief integrative officer and strategic partner.