Evolution of HR Roles and Responsibilities

Advancement of technology, globalization and changing economic scenario are replacing conventional methods and strategies in business by state-of-the-art technique. This spectrum of change has affected the job roles and responsibilities across various departments. The change is magnified in the HR functional area, the role of which is constantly evolving. HR professionals are growing extensively to integrate the strategies and operations of a business across a wide range of elements such as products, services, ideas and cultures. They are imbibing new skills, expertise, knowledge and understanding to keep up with the dynamic business scenario. They have matured beyond basic data handling and personnel jobs and entered into the world of strategizing.

In this context, let’s shed some light on the various HR functions and how they are influenced by the changing factors:

  1. Recruitment

This is and has been one of the major responsibilities of the HR team. The recruitment function was bland initially where candidates were hired on the basis of print or digital ads.

Now with the implementation of the software like ERP and Taleo the whole recruitment function is being automated especially in the IT sector. The HR recruiter needs to be technically sound to manage the processes on these software. Designing attractive recruitment campaigns also comes under the purview of an HR recruiter. It is necessary that your recruitment ad conveys “why should one work for your organization?”

  1. Training

Post hiring of a candidate, it is necessary that he goes through certain basic trainings pertaining to his job, organization and related skills. Training has evolved from the basic classroom ones to on the job and virtual training sessions.

The job of an HR trainer is not limited to design of the training calendar. Starting from training requisition creation, arranging venue, deciding on the trainer, sending training invitations to the candidate and devising the training cost, all are done by the HR professional responsible for training and development of individual.

  1. Strategic Business Planning

HR professionals now forms and integral part of business strategic planning. It is the role of an HR to make sure that employees are utilized in a way that is associated with the organization’s goals. Hence the people looking for HR jobs in strategy should have excellent strategic thinking skills and the ability to see the finer details keeping in mind the bigger picture.

  1. Facilitation of Organizational Change

HR is responsible for helping employees to work on the dynamic environment and adapt to the changes quickly. It is his responsible to empower the employees to facilitate the change. He is expected to clearly link the strategic needs of the business to the change communicating the benefits of the same across the organization.

  1. Employee Advocacy

An HR professional needs to cultivate strong interpersonal skills and the ability to give constructive feedback to the staffs of the organization. Discerning the aspirations of an employee and creating work environment to aggravate their productivity is essential to the role of an HR.

  1. Maintain work culture

Relaxing work environment conducive to the productivity of employees are desired nowadays. It is the responsibility of an HR to foster employee relations and maintain ‘work is fun’ culture across the organization.

  1. Conflict resolution and Grievance Handling

Almost all organization nowadays, has a separate grievance handling and conflict management system. HR needs to be the mediator and use effective conflict management tools to offer proper resolution.

The grievance handling system should take a note of the grievances of employees and the HR manager without being judgmental has to provide potent solutions taking strict actions against the one who is at fault.

  1. Payroll

HR professionals need to be a specialist in payroll having a clear knowledge of each of its components. They should be well versed and up to date with the payroll calculation software and rules. This forms an integral part of an HR and has evolved a lot introducing new guidelines, laws and techniques.

  1. Reward and Incentives

The HR is expected to manage compensation well. Starting from designing the reward program to looking after the implementation of various employee benefits program lies with the HR professionals.

Employees are the organization’s most precious assets. Hence the HR function should be executed in the best possible way. HR has evolved strategically and will continue to do so but the fundamental function of attracting, engaging and retaining top talent will remain intact.

Author’s Bio: Agniva Banerjee is a writer by profession. She likes curating informative articles and blogs on diverse areas that provide a good read. She loves engaging the readers through her words and welcomes feedback of all sorts.

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