challenges for hr
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Where do we stand in future depends upon how do we perform now.What are the current roles in HR in any industry? Is it recruitment, training, performance appraisal, payroll, employee relations. Are we just limited to the above activities in today’s competitive scenario when HR has a lot to do for its organization to achieve its goal. Read More:https://niojak.com/hr-news/challenges-hr/3907.htmlTRANSCRIPT
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Home (/) —› HR News (/hr-news) —› Challenges For HR
Challenges For HRWhere do we stand in future depends upon how do weperform now.
What are the current roles in HR in any industry? Is itrecruitment, training, performance appraisal, payroll,employee relations. Are we just limited to the aboveactivities in today’s competitive scenario when HR has alot to do for its organization to achieve its goal.
It has been said that the world’s economy is movingdownwards leading to another recession which will affectthe turnover and downfall of the employees from the
organizations. In this scenario, who should we layoff? Who are the hard working employee and who arethe smart working employees? Are the training cost incurred in these employees giving the organizationany ROI. All these questions have to be asked by HR and answered by HR.
This is where we (HR) face a huge challenge. Being only limited to recruitment and other generalactivities does lead to lead HR to become a Business Strategic Partner.
As per the recent survey conducted, the time spent on various roles of HR like maintaining records from25.9% to 13.9%, auditing and controlling 14.8% to 13.3% whereas the other activities like Developmentof HR systems from 12.6% to 18.1 and organizational design and cultural change in the organizationhas been increased from and 9.6% to 23.5%.
Also, the percentage of activities like Learning & Development in the year 1995 was 63% which laterincreased to 82% in 1998. In 2001 the percentage for learning & development activity was 81% ascompared to 89% in 2004. The analysis can be done for other activities like recruitment where thepercentage in 1998 was 82% and got reduced to 75% in 2001 and later increased to 57% in 2004;Strategic Planning where the percentage in 1998 was 10% and then got rediced to 7% in 2004.
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The above figures give us a clear idea about the advancement and reduction of HR roles.
In today’s competitive market, there are organizations who still have not upgraded to HR Automation.Many of their practices are still restricted to Microsoft office. These organizations do not expand theircircle and restrict themselves to general activities of HR.
Though the general activities of HR are essential for running a smooth systems and practices in anyorganization, we have to expand our role as Strategic Partner in an organization which will create theimportance of employees and their grievances and help to develop the organization to achieve itsgoals.
To become a business strategic partner, we not only have to improve the systems, policies but also theculture, attitude of the employees, change. This will only happen when the HR apart from its dailyroutine activities start exploring and developing new ways to develop the HR and its system towards theOrganizational objectives.
In today’s scenario, the majority of the time is given to payroll followed by employee data management,benefits, compliance, performance appraisal, organization development, recruitment, human resourceplanning, learning & development, industrial relations.
We need to automate the above activities and focus more towards organization development. If we juststick to the above activities then we will never be able to stand and upgrade our practices as per thelatest trends in the market. And this will in turn lead to old practices of HR which will restrict ourdevelopment.
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