[Infographic] HR Functions : The Practice of Human Resources Then & Now
The past 30 years have seen the HR function evolve dramatically under the influence of new technology. The following infographic explores how HR tech has impacted the practice of Human Resources through six main aspects:
- HR Focus
- HR Research
[Infographic] The Practise of human resources then & now: how HR tech has changed the way things are done
Compliance vs. Business
Back in the 80s, HR were mostly occupied with compliance and legal issues – filling out paperwork, following anti-discrimination laws and generally avoiding being sued by employees and contractors.
Today, HR leaders are considered as strategic business partners who act as advisors to top executives and work closely with departments to achieve overall business goals through targeted recruiting, talent and retention strategies.
Organisational Psychology vs. Innovation
HR was responsible for figuring out how much employees should be paid and making sure they got paid. Even if this is still the case, we’re seeing the emergence of HR specialists who focus on specific HR areas.
Contemporary HRM is driven towards continuous innovations as a consequence of globalisation and new technology. These changes means that HR Pro need to stay aware of their corporate governance and focus on their employee’s work-life balance.
Admin vs. Executive
The advantage goes to the ones that have the “hard” numbers. 25 years ago, it was much easier for finance and operations to prove their value, letting HR focus on tactical and administrative tasks.
Thanks to the advances in people analytics, HR Managers now sit at the executives’ table and are responsible for advising the leadership team.
Transactional vs. Transformational
HR was responsible for figuring out how much employees should be paid and making sure they got paid. Even if this is still the case, we’re seeing the emergence of HR specialists.
Transformational HR focuses on aligning Human Resources Management (HRM) with and organisation’s overall business goals and objectives. This means that HR professionals need to be aware of the business context to paint a relevant HR vision and be the masters of change management.
Clerical vs. Strategic
HR leaders now need to be fluent with data interpretation and have the ability to leverage numbers to solve business problems. The approach to the function requires the capacity to adopt a consultative approach which in turn requires a range of soft-skills such as relationship building.
Manual vs. Automation
Data was stored in spreadsheets and processes recorded on paper which was both time consuming and labour intensive.
Web-based HR technology has enabled paperless processes, saving time to focus on strategic tasks.