The Changing Role of Human Resource Management - HRM - EmployeeConnect HRIS
24443
post-template-default,single,single-post,postid-24443,single-format-standard,ajax_fade,page_not_loaded,,qode-title-hidden,hide_top_bar_on_mobile_header,qode-child-theme-ver-1.0.1,qode-theme-ver-10.1.2,wpb-js-composer js-comp-ver-5.6,vc_responsive
Human Resource Management

The Changing Role of Human Resource Management – HRM

The function within an organisation that is focussed towards recruitment, management, and offering direction to the people of the organisation is termed as Human Resource Management (HRM). In other words, all the processes and programs that are centred in and around people are part of the HR umbrella. The members of the HRM department are responsible for providing the necessary tools, knowledge, administrative services, coaching and training, talent management, legal and management advice for the rest of the organisation in order to successfully operate.

A lot of HR departments are responsible for the overall development of the organisation by generating a culture which is conducive for today’s corporate environment. The HR department needs to perform additional responsibilities which ensure that their organisation is contributing towards the development of competent teams and is inspiring the empowerment of employees.

Additional activities which are sponsored by the HR management includes community and employee outreach. They act as constant mentors and members of the team of employees that address employee engagement activities, events involving the families of employees, and philanthropic giving.

Human Resource Management and Line Managers

The various functions of Human Resource Management are performed by line managers who are directly responsible for the contribution, engagement, and productivity of the staff members who report to them. In a well integrated talent management system of an organisation, the line managers perform a crucial role wherein they take the ownership for the entire process of recruitment. They are also responsible for the continuous development and the retention of employees of superior quality.

Organisations also perform various HRM tasks and functions by outsourcing different components of these functions to external vendors and suppliers. The frequently outsourced tasks include those tasks that take up a lot of time and energy from the day to day HR activities which provide the most strategic value to the organization. Outsourcing very often includes mostly payroll functions. Apart from this, vendors and external consultants can help HRM in a lot of other activities such as background checking, sexual harassment training, benefits administrations, and production of employee handbooks, policy manuals, temporary staffing, and affirmative action plans.

The Changing Focus of HRM

Traditionally the Human Resource Management function dealt with or provided leadership and advice to deal with all employee centric issues in an organisation. It dealt with employee onboardingrecruitment, remuneration, organisational development, performance management, safety, succession planning, and wellness of employees, communication, administration, training, and maintaining the motivational level of employees. It also strategically managed people and the workplace environment and culture. HRM enabled the employees to effectively and productively contribute towards the overall direction of the company and the accomplishment of the goals and objectives of the organisation. With the changing times, the focus of HRM is also changing. HRM is slowly moving away from the traditional administration, personnel, and transactional roles as these are either outsourced or fully automated with exception based business rules.  The function is now expected to perform value added tasks by strategically utilising employees and ensuring that the various employee programs are recommended and implemented in a positive manner which impacts the business in measurable ways.

The New Expectations of HRM

Unlike previously, the HR staff nowadays decides their own priorities and needs and do not receive them as directives from the executive teams. In today’s changing scenario the HR sits at the executive table and makes recommendations towards processes, business solutions, and approaches that are likely to improve the ability of the employees to perform better and contribute effectively.

This new paradigm shift in the role of Human Resource Management involves HRM metrics, strategic direction, and measurements to demonstrate their worth. HRM employees are expected to demonstrate their worth by keeping the company and their employer safe from any possible lawsuits which may result in workplace chaos. They need to do a balancing act by catering to the organisation’s customers, owners, executives, employees, managers, and stockholders. The importance of an effective and modern HRM function cannot be underestimated within an organization. An employee who may have retired from the HRM service around 20 years ago would not be able to imagine the change in the competence and capability of HRM organisations today. Organizations which have chosen to move their Human Resource Management function out of the dark and dingy days into the changed scenario will be certainly making their mark in the industry.

Byron Conway
byron@employeeconnect.com

Content Coordinator at EmployeeConnect