Relevance of HR in an organization
HR is at the helm of a spectrum of activities ranging from personnel management to driving organization culture
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The top-down people management style with HR as the organization gatekeeper is now archaic and hardly meets the talent needs of modern organizations. Today, employees are the upper echelon. And this is what makes the function of HR so relevant for the workplace and the workforce. HR has evolved to be a broader function that strategizes talent needs and enables organization growth in tandem with career development and employee well-being. More importantly, the function facilitates talent transformation in the digital age.
In addition to designing and rolling out programs, policies, and processes aligned to the organization's objectives, HR is at the helm of a spectrum of activities ranging from personnel management to driving organization culture.
That makes the function exercise laser-sharp focus on the following areas:
Hiring the right talent: Knowing the pulse of the organization and mapping the right candidate to the right job. This includes providing strategic inputs to hiring managers and equipping them with the right skills to gauge the right fitment.
Retaining the brightest: When you own the entire talent management process, it becomes imperative to have an end-to-end strategy right from providing a seamless onboarding experience, to employee engagement activities, reskilling and up-skilling, driving diversity & inclusion, designing a competitive compensation structure and resolving internal conflicts, all towards the goal of not only ensuring employees stay, but they stay happy.
Driving organization culture: People drive your business and taking them along in your journey of transformation requires clarity in vision leading to actionable ideas. This is only possible when employees are aware of the organization's mission and vision and how their work plays a key role in the grand scheme of things. HR plays a key role along with the leadership team in instilling the values of the organization in its people and making them feel valued.
Building a strong leadership pipeline
HR works with cross-functional stakeholders to build capabilities in business & thought leadership, people & organizational leadership or self-leadership for individuals.
In addition, HR practices, across industries, are creating value in the eyes of investors, customers, managers, and employees by implementing strategies that create business results in efficient and effective ways, by creating new employee experiences and moving to be a strategic partner, benchmarking new roles, by nurturing a purposeful innovation culture and establishing a process to manage innovation life-cycle.
Disclaimer: The views expressed in the article above are those of the authors' and do not necessarily represent or reflect the views of this publishing house. Unless otherwise noted, the author is writing in his/her personal capacity. They are not intended and should not be thought to represent official ideas, attitudes, or policies of any agency or institution.