“Sources of Resources” - The Human Resources Department



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Traditionally, the success of organizations is measured on the basis of their financial success or profit margin; where, the Human Resources department is perceived as relatively unimportant, slow and bureaucratic in nature. Younger Indians, however, value freedom and empowerment, which clashes with the plan, control and reviewmode of traditional workplace hierarchies.

The indisputable wave of economic and lifestyle challenges have caused HR professionals to evolve in many unexpected ways. Some of these challenges are mentioned below -

1. Increasing Globalization

Additionally, with increasing diversity in the workspace, the HR department has the responsibility of demonstrating the inclusion of social and environmental concerns in business operations and in interactions with stakeholders. Not only does it have to accommodate diversity, inclusion and respectable relations within the organization, but also outside it, while interacting with representatives of other organizations. These goals form the building blocks of the HR department and therefore, lay the foundation for the organization.

2. Tougher Competition

Organizational culture should ideally be characterized by facilitating communication between teams, cooperation, increasing overall job satisfaction, trust and respect, relationship-building skills, business orientation, data crunching, ability to handle complexity, crisis management, etc.; especially since the HR department is a reflection of the ideals of a company. This image plays a pivotal role in the company establishing themselves as a force to be reckoned with in the Indian market.

 3. Rapid Technological Change

The HR department must be sustainable in its functioning as well. In the light of sustainability, the focus should be placed not only on the development of current skills and capacities, but rather on skill-sets and capacities the employees will need in the future. Hence, employees should be considered both assets and agents of change. 

The growing use of technology in the modern workplace to connect employers with the workforce is one of the biggest assets for HR in India, provided the resource is used as a key enabler in talent management. Organisations have to retain talent and recruit heavily while at the same time, people want to be empowered to learn what they desire, collaborate when and where they desire and access information easily. The HR departments of various companies have equipped themselves to handle this drastic change in the workplace ideology.

Today, there are various organisations that are offering automatic tools to analyse performance management, growth of contingent workforce management, finding the right job candidates, performing background screening and psychological testing,etc. The future of the department includes -

Artificial Intelligence to make the process of recruitment efficient and effective.

Growing usage of data analytics to track training, employee engagement initiatives, employee development and employee performance.

 Emphasis on background checks.

Since HR operations are increasingly digitising, their role becomes more closely aligned with marketing goals and becomes associated with the branding of the company.

4. Challenges and Adoption to Circumstances

The quality of adaptability is also one of the main requirements of an HR personnel nowadays. Since our world is in constant flux, especially considering the CoronaVirus pandemic, selecting the candidates who will contribute over the long - term and during such changing circumstances is an inherent responsibility of the department. The need for combatting factors such as employee burnout, stress, health problems and lack of motivation especially now, when most of the employees are working from home, is apparent. 

Encouraging employees with the help of incentives to ensure productivity and efficiency is needed. There is no shying away from the fact that the pandemic has led to an increase in unemployment in India. The HR department holds the responsibility of not only ensuring both profit - maximisation for the organisation but also of reducing the harmcaused by negative externalities such as the pandemic on employees who are at a disadvantage whether due to their social position or a lack of job security. 

5. New Organisational Alliance

Apart from the heavy burden of recruitment, payroll, training, performance management and ensuring a safe and healthy workplace environment, the HR department has become a strategic partner for business leaders. They contribute and advise company officials on such critical transitions, developing the value of the employees and creating an organisational culture. 

Conclusion

The ROC model of Respect, Openness and Continuity is an effective medium to understand this function of the department. Respect for the employees; openness to environmental awareness and continuity in the long-term approach both in terms of economic and societal sustainability have vital importance in the functioning of the department.

HR in India has gradually been classified as a core business function both in the private and public sectors. Business and government leaders are realising that plans for economic development and prosperity rely on people management. If companies can fully harness the power of Indias workforce, the possibilities of success and progress in the workplace are limitless.

Written By - Saumya Seth

Edited By - Sravanthi Cheerladinne


 

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