If you are unable to resolve problems within an organisation, then choose any of these critical HR roles to influence change and tackle problems tactfully.
Well, we are not leading you to any Software as a Solution (SaaS) approach here, but we are deliberating if, HR departments should be functioning the way they did some two decades back. Many organisations though deploy software to ease operations, but they are not open to embrace change optimistically.
While technology has led to massive transformation in HR roles and the industry overall is seeing an impact. But the key lies if organisations have grown to accept and adapt to this technological revolution. Restructuring of HR functions is quite the norm now, with catchy designations and segregation of responsibilities to manage staff better while focusing on productive functions as well.
But the new age of social media and quick information transmission demands HRs to pull up their sleeves and not just think of resolving problems with what worked yesterday and rest on laurels of their achievements. They need to get well informed with the game changers in HR that is storming the industry by surprise.
Here are some critical roles for HR professionals and managers that will allow them, the leverage to make the much needed change in an organisation. Get over the stumble blocks in HR management to challenge the times by chipping into the new innovative game changer roles in HR.
As much as the role may sound and seem to be all about analysing data just in itself, this role has a lot more to offer for HR professionals if they choose a career in this field. If your organisation data can be mined and used, you can gather interesting findings about your workforce.
The role of HR involves employee engagement at every step of the process and social media is playing a pivotal role today in infusing ideas and challenging minds of the taskforce at work. To execute the company’s vision, mission and long term strategic goals, social media is a very important tool to reach out to all staffers across countries where the company operates.
See: The Role & Scope of HR Positions
There is an increasing need to get talented workforce involved in all lines of businesses, thus bringing down hierarchies and departmental barriers to foster a culture of flat organisation. Such efforts by HR personnel would involve bringing together all people under a single roof without impacting their productivity and performance on a daily basis.
The HR should now step up levels to socially collaborate with the workforce and bring about radical change in the company workings, while boosting productivity efforts by optimally harnessing talent potentials.
Most organisations lose valuable experience and talent, when an employee chooses to quit. Hence, HR professionals need to adopt proactive, open and social succession strategy to prevent ad hoc search for replacement.
This increases mobility, enhances employee satisfaction levels and almost costs nothing much. A strategic workforce planner can also be called as a succession management specialist in certain organisations, for their expertise brings in added value to the organisation.
Many companies are now struggling with talent management and performance management metrics as one of the key areas to promote employee growth and ensuring satisfaction on job.
Considering the metrics available with HR software systems are not so accurate, it makes it difficult for HR professionals to arrive at specifics to implement crucial decisions regards promotion, recruitment, training and retention.
As an overall workforce expert or manager, the role of a HR further extends to ensure that the external teams such as contractors and contingent workers on temporary or contractual basis are well managed.
The HR plays a vital role in connecting, engaging and aligning the entire workforce to meet a common business goal within a specific period of time. HR professionals are a connecting link for many companies to act between the contractors and employees. They facilitate in total workforce management.
In conclusion
If these HR roles are filled in within an organisation through intelligent hiring mechanisms, then most of the attrition, retention and recruitment problems will be solved.
Companies need to fill in gaps to promote better management of HR practices carefully aligned to meet business objectives, by recruiting trained HR professionals with supreme expertise to positively impact effectiveness of the workforce.
This move by HR managers in an organisation will help boost morale, confidence and enthuse their ability to innovate and provide competitive advantage in the marketplace today. These extensions to the role of HR will together contribute towards increased revenue for companies.
Also read: Prediction: Is HR the Next Big Thing?
Image credits: flickr.com
