"Human Resources"
What is the first thing that comes
to mind when you think of “HR”? Policies? Recruitment? Training? Benefits? The
list goes on doesn’t it?
“HR” is one of the most
interesting functions in any organization. How many times
have we heard the phrase “Go and ask
HR” or “Talk to HR”. Surprisingly “HR” seems to have all the answers, or is that the case?
As an employee of any organization, we often look at the company we work for and refer to
groups of individuals collectively, such as “management” or “the company”.
Often, we hear things like “management says this” or “the company is trying to
cut cost” etc. We would also notice that “HR” is often being “implicated” as
they are usually seen as the representative of “management” or “the company”.
So, what is “HR” actually?
Are they an organization function, the personification of
“the company”, or the default representative of management?
So, if HR is going to be the
personification of “the company”, or the default representative of management,
than the “HR” today needs to take a serious look at how they can better engage
their employees and keep them engaged to bring out the best in them.
This could mean
a few things, namely:
- Traditional practices and benefits
are becoming the norm and companies need to get creative in creating a
differentiator
- Employees are getting more
sophisticated in what they are looking for in a career/ job
- No “one size fits all” solutions;
different employees have different needs and wants
- Historical baseline is no longer
valid where the business environment had changed.
For example:
- Businesses are highly connected
- Information is readily available
- Higher level of transparency in the supply and demand of talent
- Employees are becoming more mobile and global
Link to Supportive Article
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