“Future of Human Resource Management”
From the e-Activity, examine three trends in HR. Provide probable causes for these trends. Predict how these trends will affect organizations in a single sector of your choosing.
The three trends that are taking over the roles in HR is that systems will take continue to take over transactional roles in HR
1. Talent management systems have taken over traditional HR functions like scheduling and absence management. These platforms have functions that manage payroll and workforce optimization. They can perform tasks in minutes that used to take HR professionals hours or even days to perform. Now, HR professionals have time to focus on higher-level tasks.
2. HR professionals will take on the role of a consultant in the areas of talent assessment, leadership development, and change management.
Freed from a crushing amount of transactional work, HR professionals are able to spend more time monitoring and developing the talent they help bring into an organization. If job fit problems do arise, they can rectify them sooner. HR professionals also have more time to identify or develop leadership training opportunities for a company’s workforce
Leadership development is becoming more critical as employees with leadership skills are needed to move projects forward. By developing leaders internally, a company also saves the time and money it would take to bring someone in and train them. The HR professional as a consultant will also raise the training requirements for new HR professionals. They must be trained on how to identify potential leaders, give advice to senior management, and assess employee performance.
3. The line between management and HR will blur.
Leadership development is an HR and management duty. Managers are responsible for their direct report’s promotions, which involves identifying employees who have management potential. But HR professionals are responsible for following up with the employees they hire to ensure they are succeeding in their positions. Both the management and HR functions have different tasks, but a similar goal: making sure that employees succeed in the right positions. This means that managers and HR professionals must work together to identify people who need to be promoted, and to identify people who are no longer a good fit for the company. It is the manager’s role to alter the work or work load if necessary. If that does not work, they can benefit from the advice of HR professionals on next steps. The HR professional can inform a manager if there is another job available for which an employee may be a better fit.
Examine the duties and responsibilities of a HR specialist. Determine the contributions that someone in this position makes to an organization. Support your position.
At many companies the Human Resources specialist is assigned and does many things. But most depending on the position within the department will maintain the current budget spreadsheet for the company, keeping up with what each department spends within that current year, determines if that department stays within their budget. They recruit new employees for each department, with the testing and interviewing of each potential employee. Finally the Human Resources department is resource for employees within the company to go to if they have questions about their benefits, FML or if the employee is having an issue with their immediate supervisor and they have already went through all their chains of command and it seems nothing has been done, the employee can go to Human Resources to talk to someone, to find out if the situation or problem can be handled on their end.