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Today human resources, department doesn’t merely perform administrative functions, instead now it’s a strategic division which binds in the overall growth strategy of business. Jacob Morgan, Author of Employee Experience, clearly expresses, “what was viewed by many as one of the least exciting areas of an organization is now one of the most dynamic places to work.” 

Conventionally, human resources is thought to be a department where employees go to get hired or fired. In the past few years, it has changed. Now employees go to human resources with feedback, suggestions, career advice, and to learn how to become a better worker. Senior HR professionals take a seat among other C-level executives to define talent strategy that complements business strategy and aids growth. 

Today, human resource is more technology-reliant than it ever was and will continue to be so. Jacob Morgan, says, “Internal data is available on just about everything, from how employees are performing to how often they visit certain areas of the office.” HR representatives can use this data to make strategic decisions. 

From overseeing payroll, attendance, and performance to conducting workforce analytics, and manual employee engagement to technology-driven engagement, human resources has changed in numerous.  

Ways in which human resources changing.  

Here are a few functions of human resources functions which have changed-- 

  • Recruitment and Hiring
    Earlier talent sourcing and vetting solely relied on face-to-face interviews. But with various job portals, applicant tracking system with in-built candidate scoring and skill assessment tests, recruitment and hiring have taken a completely new turn. In turn, increasing the efficiency of HR teams, allowing time for other activities.   
  • Employee Engagement
    In the name of employee engagement, there were a few activities and routine one-to-one feedback sessions. Now there are transparent mediums for feedback, grievance redressal, employee happiness programs, and employee development programs to keep employees at their best and perform better. 
  • Training and Development
    Most employers lacked training and development programs. Now it is a special focus among employers to provide opportunities for employees to learn. And further, grow them in their skills.  
  • Performance Management and Evaluations
    Managers were earlier solely responsible for employee performance management. However, it turns out personal biases come in their way of judging performance. It is now HR responsibility to liaison with managers to conduct performance management and evaluations. In newer ways, technology has taken away that pain.    

How to adapt yourself to changing human resources landscape? 

As human resources is changing, employers want to hire professional who understand the reason behind these changes. So for HR professionals to keep up with the changing time and grow in their career, it is important that they adapt themselves and align their thought process with industry demands.

  1. Think strategically – HR professionals need to build the practice of thinking in terms of how various activities can lead to growth of business. 
  2. Think analytically— For HR practitioners, days of making decisions based on emotions are long gone. They need to start incorporating analytical substitutes in place of emotion-driven decision-making frameworks.  

Do HR certifications – So far HR professionals have mostly relied on observational learning. However, the increasing push on strategical approaches, now requires HR to learn more clear and meticulous approaches, which can be availed through HR certifications in USAand other countries.  

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Ariaa Reeds

Ariaa Reeds is a professional writer who curates articles for a variety of online publications. She is currently working for TopCHRO, an HR news and blog site that highlights best performing CHROs and HR professionals worldwide. She also has extensive experience writing on a diverse range of topics including business, education, finance, and technology.

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