In the past, business leaders have often thought of human resource (HR) specialists as the professionals that ensure that all staff members comply with organizational policies. The role of the human resource specialists has also typically been associated with administrative duties, such as gathering, filing and storing paperwork, and they have traditionally worked in establishing and enforcing company regulations. In part, this is because the human resource role frequently originated from administrative or finance departments. This is logical, as responsibilities such as payroll, hiring and benefits lie in the scope of those business units.
Also read: The Role Of HR Analytics In Workforce Planning
Today, the HR executive role is shifting to align with more forward-thinking practices. Modern human resource executives must contribute ideas and lead organizations in advancing corporate objectives. Additionally, HR executives must grow and change in parallel with their respective organizations. This is especially vital, as large enterprises grow nimbler and consumer-centric. The following 7 passages reveal a few of the relatively newer responsibilities of human resources executives in the modern work environment.
Responsibility 1: Participate in Planning and Development
In the modern marketplace, human resource executives serve as strategic partners. They participate in the identification, development and execution of corporate objectives. In this capacity, HR executives align the work of their business unit to achieve company goals. The participation in company planning allows human resource leaders to gain a profound understanding of the organizational activities needed to aid in the sustainable growth of the enterprise.
Responsibility 2: Provide Employees With Career Assistance
Periodically, human resource leaders conduct staff member evaluations. Today, HR professionals take an active role in helping employees advance their careers. Instead of simply grading employees on a checklist of performance points, modern human resource specialists help workers identify areas for improvement and develop specific action steps.
By helping employees with career development, modern HR professionals gain deeper insight into available human capital and the availability of internal candidates for potential role succession. This helps organizations gain a marked advantage in filling future roles and meeting forthcoming market demands.
Responsibility 3: Find and Recruit Employees That Advance Company Objectives
Today’s human resource executives do more than post ads and interview job candidates to fill open positions. Modern HR executives formulate employer brands designed to attract the right job candidates.
In this responsibility, human resource leaders work to promote their respective firms as highly favorable workplaces. HR executives often earn this kind of accolade for organizations by creating a positive culture and providing satisfactory compensation and benefits as ways to attract ideal work candidates.
Responsibility 4: Serve as Leaders of Change
Modern human resource leaders frequently lead change initiatives for their organizations. As a result, current HR executives yield strong project management skills in their corporate toolboxes. The professionals are skilled at helping organizational stakeholders make the connection between change initiatives and strategic needs, minimizing change resistance and employee unrest.
Shaping organizational culture, managing staff member satisfaction and weighing the success of change initiatives are all a part of the human resource professional’s scope of responsibility in the modern workplace.
Responsibility 5: Advocate for Employees
While fulfilling their roles as employee advocates, HR executives play an integral part in the success of organizations. In this regard, human resource professionals contribute to building a work environment where employees feel satisfied and motivated.
To promote this outcome, HR leaders deploy effective practices such as employee empowerment, goal setting and open communication, resulting in a positive culture that leads to the workforce delivering better consumer experiences.
Responsibility 6: Provide Support for Domestic Violence Victims
The Centers for Disease Control (CDC) forecasts that domestic violence can affect 1 in 4 women and 1 in 7 men in the United States. The issue has grown so prevalent that employers can no longer afford to think of domestic violence as a matter best left to the local authorities. As a result, today’s HR professionals encourage those who’ve experienced domestic violence to seek help in the workplace.
To encourage this, human resource professionals promote an organizational culture where staff members do not feel intimidated or ashamed to approach to HR employees with domestic violence concerns.
Responsibility 7: Ensure No Cyberbullying At Work
Traditionally, workplace intimidation took place solely in the office. Today, however, the connectivity of the Internet extends the influence of bullies to victims’ personal workstations and homes, an activity called cyberbullying. Employees and supervisors know that this can happen in the workplace, yet dealing with office cyberbullying may prove challenging. Despite this, contemporary human resource executives strive to eliminate this kind of negative activity in the workplace.
Modern HR professionals are leaders in their organizations. The specialists sponsor the organizational mission, vision, values and goals among staff members, and they monitor and adjust organizational activities to ensure the success of various initiatives. Human resource specialists contribute to enterprises by managing the most important asset of any organization, the people who complete the daily tasks that result in productive outcomes. Their work aids in the global success of their organizations.
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Can a holder of BA in International Studies and diplomacy become a HR?
The Article Seven Responsibilities of HR is very well highlighted adding more specificallythe sixth and seventh responsibilities & paying due attention about the Advocacy for the well-being of the employees .In reference to the 5th responsibility I would like to specify about the following :
Flexible Functiona Organisational Approach::
One of the essential responsibility of HR of the organisation having branches in state or at national level should adopt flexibility in n terms of posting of the employees at a place owing to the family circumstances ; for an example if the employee is having
sole responsibility of minor children and / or having ailing parent/ parents .
The non consideration on the part of HR in such situations is non human and non prudential in the interest of organisation also .
During this pandemic such Flexible Functional Approach is still more essential.
Wow, five years of experience spread over multiple jobs. Very impressive, a true guru! Did he “self credential? Not surprising he is freelancing to the uninformed. I’m sure he’s a great guy, but seriously? This article is a great showcase for what passes for expertise these days. You don’t know what you don’t know…
Should a boss also hold the role of hr
it depends on size of the company,if the company is small its okay if the boss hold the role of HR