Human Resource management in recent years has struggled to be seen as a vital business determinant. Additionally, executive leadership coupled with the board’s decision on what HR really brings to the table with regard to strategic business planning and organizing has begun to reconsider the concept of HR as a broker of senior role, 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 one of diversity, innovation, uniqueness, advanced technology and the drive towards social/corporate responsibility. Businesses, as well as large corporations, need to provide strategic goals, objectives, mission, vision, and values ​​along with effective change in shape to enable the new role of HR management within scope.

Perception of HR in the Company

The perception of HR in the past has shimmered over 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, focus strategic and effective senior HR leadership, has caused HR to be viewed negatively as a waste of work hours. What may explain this perception is the role of human resources within organizations in the past by executive senior management, human resources was known (and still is) as a driver of company rules and only they are available to hire, fire and handle complex problems. in terms of labor relations. The direction of senior management placed on human resources is also the reason for the perception, when employment is low, then they ask, what function is human resources serving, but when the need for personnel 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 human resources to be included in business and organizational strategic planning so that the role and area of ​​expertise are understood, and the responsibilities to both employees and the organization are well defined. Getting started includes reexamining the company’s vision and mission, while also figuring out where HR will contribute.

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 shift in perception revitalizes the role of HR. 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 focus areas/disciplines and distribute how much they impact the organization, especially with a massive focus on diversity in the workplace, it is a complex issue that requires more focus on employees within the organization plus a workplace policy that accepts differences within the talent community. Human resource professionals are first-line communicators who lead the organization’s standard of operations, inappropriate employee behavior, and respect for others, but also require management to fully understand employment laws and ethical employment practices. .

Ensure a constant understanding of the company’s business and organizational objectives, along with increasing knowledge of current employment laws and regulations that help govern the company along with necessary training of managers and supervisors. Providing flexibility with communication and also taking the time to get to know the employees and their goals is another method to reinvigorate the perception of HR.

Regarding the changes 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 HR because members of the department don’t really understand how to approach employees during challenging workplace issues.

The HR road to recovery

Recent research by business writers and HR professionals has begun to explain the purposeless attitude of the HR department, as well as how HR can strategically implement certain changes to regain its seat at the management table.

Peter Cappelli, Harvard Business Review author of ‘Why We Love to Hate HR. the hatred that employees may feel against Human Resources. Cappelli suggests the following to create a stronger and more relevant human resources department:

• “Set the agenda.

• Focus on the issues that matter in the here and now.

• Acquire business knowledge.

• Highlight the economic benefits.

• 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-focused” (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 clients help prepare them to revitalize the role of human resources . By embracing this new persona of the HR professional, companies influencing this type of organizational behavior start within the company culture while maintaining senior leadership that manages how HR should be represented within. 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 expertise and be configured with learning skills that align with the organization. A strategic business partner influences major business decisions that influence labor costs, marketing, funding against the organization’s budget, and career-specific management programs. Human Resources as an advocate for employees is being reinvigorated to provide assistance with 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 achieve when it connects to the employee issues they care about and aligns HR focus areas. H H. to better serve the employee. Recovering 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 the necessary changes regarding the mission, vision, organizational culture, employment practices, values, beliefs, and progressive programs to continue the positive reception of the change from the organization in general.

The imminent requirement for a change in perception is related to the feasibility and role of HR within the business.

The role of HR is imperative and goes beyond hiring, staffing and firing employees, but the plan in which companies want to use the vast knowledge within the HR function depends on executive senior 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 business goals by aligning HR goals with those of the organization to reborn a stronger, more business-relevant department that exceeds the expectations and perception of their peers. The imminent requirement for a change in perception is related to the feasibility 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-August 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- he