Strategic Roles of Human Resources in Modern Organization
The modern organization is focused on the aggressive growth, bringing innovative products, finding niches in the market and being the top company in the industry. The modern organization designs products and services, which can be sold with the high margin as the organization can keep its competitive advantage.
The HR Role in the modern organization is different from the classical (old-time) company. HR is not focused on the administration; HR people are focused on the key business imperatives.
Building competitive advantage as HR Role
Each HR proposal in the modern organization is focused on developing or retaining the competitive advantage. The top management gives HR full responsibility, and it implements improvements in the area of HR Management. It does not ask for the approval of each initiative. It implements improvements to make the organization work better with employees.
HR actively searches gaps in the organization. It maps gaps and prepares Cost and Benefit analyses of implementing projects to realize the improvement. HR has no administration role. HR is not the advisory department. HR is fully responsible for the development of employees in the organization. HR is fully responsible for the right staffing procedures.
The HR Professionals become responsible for delivering goals at their internal clients. They do not advise managers how to achieve targets. They share the responsibility of achieving targets. It is an enormous difference. The competitive advantage in Human Resources cannot be achieved differently.
Developing and retaining talents as HR Role
The modern organization depends on the quality of its employees. The modern organization invests into the development of employees. Employees build the competitive advantage. HR is responsible for the development of employees. The HR Role is in identification of the best development opportunities of employees.
HR identifies the needs of managers and the organization. HR works with the business strategy and identifies gaps in the organizational design. The employees have to be prepared for the coming challenges, and they have to be trained.
HR is responsible for finding rich sources of talents, and it is responsible for setting talent management programs. The success of HR is measured by the turnover and fluctuation of top talents. The retention of the top talents is not just a task for the line management. HR Role is in preparing right HR tools to retain top talents in the organization.
Leadership Development as HR Role
The leader represents the organization. The leader has a different role than the manager has. HR Role is in developing the future leaders. HR is responsible for the development of the current leader of the organization.
HR is fully responsible for the succession planning in the organization. Managers and leaders have to identify the potential successors, and they have to cooperate with HR in the leadership development program.
The HR role is in designing processes and programs for the development of the future leaders. HR runs the selection procedures and evaluates programs on the regular basis. The leadership development is the key HR responsibility.
Building Diverse Teams as HR Role
The diversity increases the competitiveness of the organization. The products born from the healthy conflicts are better. The diverse team does not share the common point of view from the beginning. The solution is born from heavy discussions.
HR has to oversee the recruitment process to build the diverse team in the organization. The diversity is not about the number of women in management. The diversity is about the mixture of different personalities.
The role of HR is in finding diverse talents as managers can enrich their teams.