Human Resource Management form a basis of any organization and company; strengthening its structure and allowing progress within its field of concentration. Human Resource Management is a discipline related to recruiting, managing and directing people who work in it. Human Resource Management deals with issues related to compensation, performance management, organization development, safety, wellness, benefits, employee motivation and training. It is also greatly related to positive working relationships within an organization.
Extended Role
With the advent of time, the roles pertained to Human Resource Management Teams has seen to be in a drastic frame shift. Previously, Human Resources Team was expected to hire and/or fire staff, yet now they are involved in enabling, engaging, and empowering employees. In addition to, they’re now thought to be as mentors and a source of guidance for the staff members, instead of the law-enforcers.
The Human Resources Team has now become much more effective in action with the increased usage of Data Science, in place of people Science. At the HR Technology Conference, Dr. Peter Capelli, a professor at University of Pennsylvania, stated that HR used to be filled with industrial and organizational psychologists and today, HR jobs are requiring data science. This means that technology has become immensely integral to the propagation of businesses. That being said, it’s also important to have the right technology partnerships, in order to produce the data that makes businesses grow.
The Human Resources Team is also responsible for gaining valuable organizational feedback in different phases of the organization’s working, as mentioned below:
1. Recruiting
HR gathers input from hiring managers and candidates regarding whether the HR’s performance in recruiting, replacing and succession is parallel to the organization’s standards.
2. Performance Management
HR bridges the gap between the employee’s capabilities to the employer’s requirements by clearly stating the employee’s required performance standards.
Furthermore, Human Resources Team is now the main driving force behind predictive analytics; in favor of the organization, HR must focus on the past as well as on the future. Predictive analytics means to use the gathered data to determine the efficiency, effectiveness and the outcomes of multiple standards and decisions. Gyutae Park, head of Human Resources at Money Crashers Personal Finance, predicts that: “In the coming decade, the career trajectory of HR professionals will be determined more so than ever by the analysis of data and metrics. Although HR already uses some metrics such as turnover ratios and employee engagement levels, you can expect to see new metrics tracked and used in HR, such as the average timeframe for staff to be ready for promotion, or percentage of top candidates to be hired within the organization.”
It seems as though, in the near future, additional training and/or formal education in HR will be necessary to be employed in this discipline. Evidently, training must constitute data analysis and business strategy components to. HR will no longer remain to be a static field in a few years from now.
