Feasibility and role of HR in business strategy
Human Resources management in recent years has struggled to be seen as a vital determinant of business. Additionally, executive leadership coupled with the board’s decision on what HR actually brings to the table with regards to strategic business planning and organization has begun to reconsider the concept that HR is a middle man. high level, but due to recent changes in employment law, the need for human resources is imperative now more than ever. Today’s workforce is no longer a collection of the traditional employee but of diversity, innovation, uniqueness, advanced technology, and the drive toward corporate/social responsibility. Businesses as well as large corporations must provide strategic goals, objectives, mission, vision and values along with an effective change in form to enable the new role of human resource management within scope.
Perception of HR in the Company
The perception of HR in the past has shone a dim light on the reality of the role of the HR professional. Due to a myriad of reasons, such as lack of vision, related education, business acumen, experience, specific policy, approach strategic and effective HR senior leadership, has caused HR to be viewed negatively as a waste of working hours. What can explain this perception is the role of human resources within organizations in the past by senior executive management, human resources were known (and still are) as a driver of company rules and only they are available to hire, fire and handle complex issues. regarding labor relations. The direction top management puts on HR is also the reason for the perception, when employment is low, then they ask, what role is HR serving, but when the need for staff is high, then the tone changes. and the role of humans. resources within the business and strategic objectives is necessary. Senior managers need to know how they want HR to be included in business and organizational strategic planning so that the role and area of expertise is understood, and the responsibilities for both employees and the organization are well defined. Getting started includes re-examining the company’s vision and mission while also discovering what will contribute to HR.
HR professionals. H H. Bringing a fresh perspective with a bold mission to the organization is a great place to start to see how the change in perception reinvigorates the HR role. H H. because, in today’s workforce, diversity and organizational culture are one of many HR roles. Today’s workforce requires HR to showcase their areas of focus/disciplines and distribute how much they impact the organization, especially with a massive focus on diversity in the workplace, it’s a complex issue that requires more focus on employees within organization as well as a workplace policy that accepts differences within the talent community. HR professionals are front-line communicators who lead the organization’s standard of operations, inappropriate employee behavior, and respect for others, but also involves management fully understanding labor laws and ethical employment practices. .
Ensuring a constant understanding of the business and organizational objectives of the company, as well as becoming more aware of current labor laws and regulations that help govern the company along with the necessary training of managers and supervisors. Providing flexibility with communication and also taking the time to get to know employees and their goals is another method of reinvigorating the perception of HR.
Regarding the changes that HR has gone through, some companies still use the department as the executive secretary’s liaison between employees and management; however, this perception has clouded Human Resources because members of the department don’t really understand how to approach employees during challenging workplace issues.
HR’s road to recovery
Recent research from business writers and HR professionals has begun to explain the purposeless attitude of the HR department, as well as how HR can implement certain changes to strategically regain its seat at the management table.
Peter Cappelli, Harvard Business Review author of ‘Why We Love to Hate HR. the hatred that employees can feel against Human Resources. Cappelli suggests the following to create a stronger and more relevant human resources department:
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“Set the agenda.
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Focus on the issues that matter here and now.
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Acquire business knowledge.
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Highlight the economic benefits.
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Stay away from time wasters” (Cappelli, 2015).
Susan Heathfield, author of ‘The 3 New Roles of the HR Professional’ explains that HR has now positioned itself with additional roles within the business that are strategic for implementing the necessary changes. Heathfield states that “successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centric” (Heathfield, 2017). Academic human resource management courses that encourage business students and future human resource professionals to become more business- and customer-oriented in serving internal and external customers aid in preparation for reinvigorating the role of human resources . By adopting this new persona of the HR professional, companies that influence this type of organizational behavior start within the company culture while maintaining senior leadership that manages how HR should be represented within the organization. of the organization. HR as a strategic business partner is evident in organizations like the Society of Human Resources Management (SHRM) that provide resources and tools for HR professionals to go beyond their core experience and set themselves up with learning skills that align with the organization. A strategic business partner influences important business decisions that influence labor costs, marketing, financing against the organization’s budget, and career-specific management programs. Human Resources as an employee advocate is being revitalized to assist employees’ professional and personal concerns that affect job performance. The employee advocate within HR. H H. as a game changer allows employees to discover what the multi-talented department can accomplish when it connects with the employee issues they care about and aligns HR focus areas. H H. to better serve the employee. Reclaiming the professional purpose of HR is “to create a work environment in which people choose to be motivated, contributing and happy” (Heathfield, 2017, paragraph 7). The HR professional is there to embed the organizational culture in addition to providing expert advice to management and employees regarding their business relationship with the organization. The HR profession H H. as a specific change innovator is growing rapidly within the organization. Human Resources reinventing the customer-facing aspect while adding creative methods to initiate necessary changes regarding mission, vision, organizational culture, employment practices, values, beliefs, and progressive programs to continue the positive reception of change from the organization in general.
The imminent requirement for a change in perception is related to the viability and role of HR within the business.
The role of HR is imperative and continues beyond the hiring, staffing and firing of employees, but the plan in which companies want to use the vast knowledge within the HR role depends on senior executive management and key stakeholders, as well as the strategic focus within the organization. The reexamination of human resources within the organization impacts the business approach. HR now has the resources, tools and strategic roadmap to be taken seriously within the business objectives by aligning HR goals with those of the organization to reborn a department stronger and more relevant to the business that exceeds the expectations and perception of their peers. The imminent requirement for a change in perception is related to the viability and role of HR within the business.
Sources:
Heathfield, S. (August 2017). The Balance: The 3 New Roles of the Human Resources Professional Retrieved on January 16, 2018, from https://www.thebalance.com/the-new-roles-of-the-human-resources-professional-1918352
Cappelli, P. (July-Aug 2015). Harvard Business Review: Why We Love to Hate HR. What HR Can Do About It Retrieved December 27, 2017 from https://hbr.org/2015/07/why-we-love-to-hate-hr-and-what-hr-can-do-about- that
