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As newer generations begin to fill management roles at companies, evolving HR practices are positioning HR professionals on the pulse of industry trends–helping them to focus on the idea that employee performance is part of an ongoing evaluation. This evaluation, many experts argue, should be focused on the future and on inspiring people towards demonstrating new ways of attaining goals set by the company. HR consultants around the world are coming to a consensus that a company’s recruitment process needs to be where the innovative conversations and actions are taking place in any given sector. Using technology and proven, up-to-date strategies HR practitioners are better able to analyze what is happening in the marketplace while identifying those individuals who are making the bold and successful moves in industry.
How might these factors positively influence of impact the future of HR in general and in the industry which I have selected From large job boards like Indeed to niche job sites, from networking on discussion lists to sites such as LinkedIn, Facebook, and Twitter, networking and recruiting will never be the same again. Human Resources employees have either kept up with the new ways of interacting and communicating or they are doing their organizations a disservice. Social media networking is the new way to find employees, find jobs, get answers to questions, build a wide-spread, mutually supportive network of contacts, and keep track of colleagues and friends. Social media and online recruiting bring the employer new challenges. Developing social media and blogging policies, deciding whether to monitor employee time online, and checking candidate backgrounds online, just scratch the surface of new employer challenges.
Social media is an amazing talent management tool. By googling a person’s name ,a company can create a 3-dimential profile of a applicant, learning their interests, skills, personalities and “real lives” How might these factors negatively influence or impact the future of HR in general and in the industry which I have selected? Some disadvantages of an integrated solution in technology are that it offers minimal customization options. Because of the large scale and integrated nature of such solutions, they can be prohibitively expensive to customize, or maintain customizations, as new versions of the underlying package are released. It does not necessarily offer the best solutions in each functional area. It is challenging to upgrade, because a change to one function may have dramatic impacts on others.
Also, it slows down the introduction of new features and upgrades due to complexity. What might happen if these factors are ignored or not taken seriously in terms of the future of HR in general and in the industry which I have selected. If the HR role in your organization is not transforming itself to align with forward thinking practices, executive leadership must ask HR leaders some tough questions. Today’s organizations cannot afford to have an HR department that fails to contribute to lead modern thinking and contribute to enhanced company profitability. What should organizations do to prepare for the future?
In this environment, much of the HR role is transforming. The role of the HR manager, director, or executive must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by managers and executives, is a strategic partner, an employee sponsor or advocate and a change mentor. These roles were recommended and discussed in Human Resource Champions, by Dr. Dave Ulrich, one of the best thinkers and writers in the HR field today, and a professor at the University of Michigan.
The HR professionals who understand these roles are leading their organizations in areas such as organization development, strategic utilization of employees to serve business goals, and talent management and development. In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives. The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.
When HR professionals are aligned with the business, the personnel component of the organization is thought about as a strategic contributor to business success. To be successful business partners, the HR staff members have to think like business people, know finance and accounting, and be accountable and responsible for cost reductions and the measurement of all HR programs and processes. It’s not enough to ask for a seat at the executive table; HR people will have to prove they have the business savvy necessary to sit there. This decade has brought about the transformation of employee recruiting and social and media interaction and networking. Employers have seen a transformation in how people find each other for networking and jobs this decade.
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