human resource

A survey conducted by the Society for Human Resource Management identified the top three critical HR functional areas contributing to their organization’s current business strategy, more than one-half of HR professionals (52%) reported that staffing/employment/recruitment was among the most critical HR functional areas. The next largest percentages of respondents reported that training and development (29%) and employee benefits (29%) were among their top three critical HR functional areas. This indicates that HR is most likely to support the organization’s business strategy through human capital-related areas such as building, developing and maintaining the workforce.

Today is all about Empowerment.
I think since the time human resource (HR) and management were coined, the sole purpose was to empower ‘people’ at work, though the strategy lacked certain charisma of hi-tech. The digital advances in the recent times have only taken the function to yet another level of smarts.

Development is one thing, developing in the right direction is another and kind of a big deal.

What do we understand from the term ‘human resource’?

Not quite long ago, it had nothing to do with the IT bracket, was instead all about handling employee data, paperwork and personnel files. The person in charge made sure the administrative purposes, paychecks were taken care of, inquired and resolved issues on the floor that may have occurred, organized employee beneficial programs and arranged performance reviews when needed.

HR as whole has evolved tenfold since the intervention of technology. It has become more influential than ever, leading people resource management to greater values and much organized scenarios.

Seems yesterday when Human Resource got a face-lift to become the esteemed Human Capital Management (HCM) that advertises of its discreet, more compelling nature in an ultra-precise manner. It practices almost the same policies, it is the procedure that stands it out from the crowd.

According to Gartner, HCM is a “set of practices related to people resource management,” specifically in the categories of workforce acquisition, management and optimization.

What more, one of the most significant operations in an organization, today’s HR is enabled with qualities that will only help it thrive more and better throughout. Believe me when I say the rat race is seeing new and optimistic transformation, the attitude in general is changing from ‘I am’ to ‘we are’. Not just that, more number of people now love to believe that their work place is their second home. All if not, most of the credit goes to the HCM. Wonder how? It does more than it could ever take.

With the influx of HCM came remarkable welfare of employees, otherwise you could imagine why they would find such truce in going to work, why would they call it their second abode. It is only how HCM has given people a sense of satisfaction at their job fronts that they do not want to lose the experience. Yes, HCM makes job an experience with all that it offers.

Let us talk about the advantages of the transformation

  1. Beyond hiring and On-boarding, what goes
    Once upon a hiring, it was all about the recruiting and on-boarding of a candidate, once done the process finished at that. Today it is amplifying its limits and doing the best it can to engage its employees which is far more needed after the hiring is done. There is nothing better than encouraging your employees and treating them all with equal importance. Recognizing efforts makes them know for sure they are not liabilities, are to be known as assets to the employer.
  2. Employee management and each
    team buildingHow can one manage people if s/he doesn’t know each of his or her employee’s strengths, weaknesses, appreciates and rewards their hard work. According to Melissa Moore, chief people officer at enterprise behavioral analytics company Mattersight, it is very much necessary for the department to learn the personalities and preferences of its people. She said “Learn more about how a person is wired,” Moore said. “An emotions-based person needs you to check in [and] create a personal relationship … to engage fully. If a person is thoughts-based, you need to regularly ask for feedback and progress on a task and recognize him or her.”
  3. Transparency is the key to employee retention
    A piece of communication need not always be a great news, but it should be as clear and open to employees, sometimes that might scare them but they will not be under impressions or be in doubts. Moore said “Communicate not only what is happening, but also the day-to-day. Have open communication as much as possible so people know what’s going on, whether it’s relevant or not.”
  4. The right technology, the right direction
    You may ask what is making the HCM gain such heights of supremacy, it is the technology and its tools that have added a great deal of quality, accuracy and the little time that is needed to carry-out the processes.Claire Bissot, a certified senior professional of human resources (SPHR) and HR consulting manager at business services provider CBIZ said “Almost every aspect of human capital management can be enhanced and further strengthened through technology,” Bissot said. “HR professionals [should] begin investing their time to build automated processes, utilizing technology, so that they can begin to get out from behind the desk piled with paper and get out to get to know the people.”
  5. Change is good
    Cloud HCM SolutionTechnology will never forget to evolve, then why should HCM. After all change is good, it helps evolution and enhancement to grow in twofold or many. Professionals practicing HR should never stop at the success they obtain, it is to be seen as a milestone stepping on which they should endeavor to go above and more.

“We have a whole new generation entering our workforce and challenging us every day to adapt,” Bissot said. “We must stop looking at the workforce as the same one unit that we can continue serving on our usual course, but instead begin to get creative, try new things and challenge ourselves to solve the puzzles of the new HCM of today.”

If these are to be followed by an organization, I bet there wouldn’t be a better place to be working for.

Remember, we should care to keep our assets happy and content, they are going to add to a continuous and unified growth.