Human Resource Management : Time ForRevamp In HR ProcessBangalore, India, 23-Jun-2015

Suneetha Shankarnarayan Maheswar, Resource Consultant at CibersitesIndia Pvt. Ltd. writes about the need for Revamp in HR Process.

In recent times, the effectiveness and influence of HR Function has been indoubt and questioned for its effectiveness. It is just considered as one ofthose administrative to personnel activities which hardly adds any kind ofstrategic values and does not have proper understanding of business.Hence there is a need to revamp the way HR function is managed andstructured.

First step towards revamp, is that we need to hire talented HR Professional who can understand business strategyand analyze available HR big data about talent management to impact organizational effectiveness .To achieve this there is a big responsibilities on part of HR to recruit individuals with high level of competencies and developthem like any other department in an organization and pay them best in the market. Hr should be aware of significant impact of hiring people , their value and how they need to be managed as people are considered to be an intellectual property. It is also important to build working environment that encourages success and ensures employeecommitment.

Further a strong leadership is required to develop a clear vision, motivate others to share that vision and help them toachieve it.

Added to this there is a need to analyze change and be oriented to face these changes. HR also needs to analyze howchanging environment affects the organization and also anticipate HR needs and able to deliver appropriate solutions tomeet these HR needs which needs to be creative and flexible.

HR is required to adopt strategies which is cost effective and should be able to analyze and use big data. This big datais being used in two ways. On one hand, recruiters are using analytics to predict what kind of employees will do best ina job; say by finding the correlation between employee productivity and academic performance. On the other hand, withbig data producing so much information, the onus is on HR to present all that information in a way that becomescomprehensible and engaging.

Companies today feel the need to establish themselves as brands which are high in demand to work for. Aresearch has found out that this process is being led by the HRM function, which uses the social media to reach out topeople. The two-way communication that social media facilitates, is making it possible for organizations to quantify theresults of their branding activities in a much better manner. Social media has become an important utilityfor recruitment. The usage of LinkedIn, Facebook, Twitter and other social media platforms for recruitment.

Gone are the days when organizations could take employee loyalty for granted? Attitudes have changed as peoplehave become more career centric. They want jobs that not only compensate them, but also help them growprofessionally. HRM must either chalk out career development paths for their employees or bear the brunt of losingthem.

The developments in learning technology are further making it possible for HR Managers to dissolve the traditional“training” programs and make learning and talent development an inherent part of the work culture. Training anddevelopment programming being delivered to employees are in synchronization with the needs of an organization.

The rise of technology has made it possible for employees to maintain better work-life balance. Learning programs thatcan be conducted online, webinars and virtual conferences as well as the possibility to work from remote locations areall making it possible for people to balance their personal and professional lives according to their preferences. It ishowever, upon HR Managers to use their acumen and design work roles in such a way that employees perform to theirbest without feeling over-burdened.

Skilling your employees in the manner that is most relevant to their job also has a huge bearing on their involvementand productivity. Thus, HRM must collaborate with the learning department to ensure that the training and developmentprograms being delivered to employees are in synchronization with the needs of the organization.

HR should also use their acumen and design work role in such a way that employee perform their best without feelingover burdened, work- life balance is bought into the organization. HR person should contribute to the development andthe accomplishment of the organization. He should be involved in making business plan, designing work position,hiring, reward, recognition, pay , performance development and appraisal systems career and succession plan.

The next most important function of an HR professional is to establish the organizational culture and climate in whichpeople have competency, concern and commitment to serve customer well.

Mobile applications are expected to play a crucial role in hiring. Mobile career sites and applications must be leveragedby organizations to reduce time and cost-to-hire in an attempt to combat the widening gap between skills availability andbusiness requirements.

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As talent stretches beyond the confines of the company, HR team may have to pay much attention to people outsidethe organization along with those inside the organization, the extended work force.

As companies will be composed of highly diverse workforces. HR will need to adopt new recruitment strategies toeffectively match talent with Job across the globe

Organizations that can adapt to changing business conditions will outperform the competition. HR fundamentally shouldbe able to reshape itself to enable organization adapt to changing business conditions.

There is an urgent need for HR to evolve from being a clearly defined, stand-alone function to one that collaboratesclosely with other parts of the business, such as IT, strategy and marketing, to deliver well-rounded HR and talentmanagement processes.

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Reported by Niojak HR News Bureau, news@niojak.com

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