You might have read a lot already
with the same title, so am moving directly to latest two name tags of the role-
‘Personnel Manager’ & ‘Human Resource Manager’.
Around two decades back
organizations had a role of ‘Personnel Manager’. (S)He used to administer
payroll and employee benefits . Gradually they moved to more accountable role
and re-christen as ‘Human Resource Manager’. But still there exist an identity
crisis for the clan of HR managers. Modern commoners assume role of HR is to
hire and fire employees.
Personnel managers focused on tracking
and maintaining employee records, counsel managers and employees, respond to
top managerial questions. HR managers still do all but with topping of new technology.
Accumulation to their profile is to react, proactively react to – (not in any
order)
- Utilization of employees to their maximum
potential and help them to realize it
- Optimize
the cost along with higher productivity
- Brand the employer
- Preserve
the talented resources and refine the
unproductive and costly member of staff
- Attract
talent
- Understand
and act according to business
- Communicate
- You
can add more :-)
All
these aim to Create a better (read healthier,
safer and happier) workplace.
All
the above errands affix the term ‘Strategic Partner’ to former role tag.
HR is no longer a by-stander, the
day the employee joins a firm, the face
of firm are the HRs. Even before they join their roles-responsibilities, span
of control, paycheck etc are decided by HR. Going even further proactive HRs
groundwork on existing employee work pattern i.e. predict if the employee is
going to stay during and post assignment or will move on along with the reasons
for same.
Few
major efforts to regular compliance monitoring, compensation & benefits for employees are
Even for the employers the HR
activity embraces CSR planning and execution, Employer branding, Grievance
eradication, Leaders identification & sparkle and framing business policies
& strategic planning.
HR moved from policies framing of
employment, holidays etc to making People.
People who work as team and sharing emotional bonding rather than remaining
just employees.
Thus the HR skill set also got
upgraded, as
- Strategic partner
- Change driver and manager
- Employee engagement architect
- Talent manager
- Leaders creator
Thus again the name HR need to be
renamed. New school of thought call – Human Capital Manager. What’s next?
