Changing face of HR

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?