The Evolution Of HR In The Millennium
The needs and demands of employees have changed, so have the goals and objectives of HR
Posted on 07-22-2019, Read Time: Min
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The Human Resources team plays an integral role in transforming the corporate landscape and has evolved over the past decade keeping pace with the ever-changing needs of the millennium.
Earlier, the role of HR was limited to recruitment, settling interoffice disputes, paying salaries, performance appraisals and controlling attrition. But with time the role has evolved into having a direct business impact! This means to influence not just employment policies but business strategies and find the right talent for the right job. As organizations realize that for their business strategies to be impactful, competent talent and a supporting human capital infrastructure is crucial, the need for an HR team that understands their business needs is elevated, in fact, critical to the organization’s survival.
In today's competitive market where talent once found needs to be retained, it is essential for the success and growth of a business to have a work culture that is not only customer-centric but also focused on employee satisfaction and keeps the needs and wellbeing of its employees in its heart.
The difference in the work culture then and now is huge. Employees in the past were not given much importance. They were treated as a necessity to get the job done. Their thoughts and ideas were rarely asked for and they were never encouraged to do something new or learn new skills. The employees, on the other hand, worked for financial stability and their expectations from the organization in terms of self-development were few. The employees were evaluated annually and feedback was given. Based on the performance and tenure they were given a promotion or a hike in salary.
With technological breakthroughs, there has been an immense change in the workforce in the past decade, the needs and demands of employees have changed and so has the goals and objectives of HR in progressive organizations. The HR teams today require the expertise and people skills to understand and meet the growing needs and expectations that employees have from their organization, resulting in HR taking a more strategic role to ensure the management strategies are aligned with employee engagement, as the millennials today do not want to be taken for granted, want to feel motivated to work, take ownership or contribute towards the growth and development of the organization.
Millennials today don't like too much of interference when they are working but expect quick feedback on their performance and want their opinions and grievances to be heard and resolved too. They want to be assigned jobs that play on their strengths with rapid career growth and so are open to new experiences rather than being tied down to mundane jobs with no scope.
Thus HR management has adapted too, providing platforms for employees to brainstorm and share their views and ideas where they are appreciated. Mentoring and training programs are also arranged for employees by the HR team opening new doors for employees to upskill or make internal movements within the organization if they are looking for a change.
Innovation, creative and critical thinking are valued and rewarded by organizations today. New talent and freshers showing promise and requisite skills are now more likely to be hired, unlike earlier where experience and grades were all that mattered. Employees are now not only assessed on performance but also on behavior, what they have learned and retained from their experiences, how they have grown professionally and how they contribute to their team and organization's success instead of competing with their colleagues.
Bridging communication is another priority for HR, who bridges the gap between employees and management making it easier for employees to reach out to management and build a bond of commitment and mutual understanding. An engaged workplace where employees are happy, driven and dedicated reflects in quality work. Human resources teams are lately also known as talent acquisition teams as outstanding talent is scarce but a priority for organizations hence a change in title.
It is needless to say that HR teams are vital for creating an agile organizational structure and business efficiency and it requires talent management, innovation, collaboration, public relations, partnering with business and designing business initiatives based on business needs to do so. HR can change the future of work for both employees and employers and are now a significant entity to any organization.
While the HR team is doing all of this, it is equally important to note that HR itself needs to be constantly adapting and evolving in their skills and mindsets. Re-skilling and gaining business acumen while managing C-suite is critical to be able to get a seat at the table. Change is inevitable. And HR needs to be on the ball when it comes to managing the speed of change.
Earlier, the role of HR was limited to recruitment, settling interoffice disputes, paying salaries, performance appraisals and controlling attrition. But with time the role has evolved into having a direct business impact! This means to influence not just employment policies but business strategies and find the right talent for the right job. As organizations realize that for their business strategies to be impactful, competent talent and a supporting human capital infrastructure is crucial, the need for an HR team that understands their business needs is elevated, in fact, critical to the organization’s survival.
In today's competitive market where talent once found needs to be retained, it is essential for the success and growth of a business to have a work culture that is not only customer-centric but also focused on employee satisfaction and keeps the needs and wellbeing of its employees in its heart.
The difference in the work culture then and now is huge. Employees in the past were not given much importance. They were treated as a necessity to get the job done. Their thoughts and ideas were rarely asked for and they were never encouraged to do something new or learn new skills. The employees, on the other hand, worked for financial stability and their expectations from the organization in terms of self-development were few. The employees were evaluated annually and feedback was given. Based on the performance and tenure they were given a promotion or a hike in salary.
With technological breakthroughs, there has been an immense change in the workforce in the past decade, the needs and demands of employees have changed and so has the goals and objectives of HR in progressive organizations. The HR teams today require the expertise and people skills to understand and meet the growing needs and expectations that employees have from their organization, resulting in HR taking a more strategic role to ensure the management strategies are aligned with employee engagement, as the millennials today do not want to be taken for granted, want to feel motivated to work, take ownership or contribute towards the growth and development of the organization.
Millennials today don't like too much of interference when they are working but expect quick feedback on their performance and want their opinions and grievances to be heard and resolved too. They want to be assigned jobs that play on their strengths with rapid career growth and so are open to new experiences rather than being tied down to mundane jobs with no scope.
Thus HR management has adapted too, providing platforms for employees to brainstorm and share their views and ideas where they are appreciated. Mentoring and training programs are also arranged for employees by the HR team opening new doors for employees to upskill or make internal movements within the organization if they are looking for a change.
Innovation, creative and critical thinking are valued and rewarded by organizations today. New talent and freshers showing promise and requisite skills are now more likely to be hired, unlike earlier where experience and grades were all that mattered. Employees are now not only assessed on performance but also on behavior, what they have learned and retained from their experiences, how they have grown professionally and how they contribute to their team and organization's success instead of competing with their colleagues.
Bridging communication is another priority for HR, who bridges the gap between employees and management making it easier for employees to reach out to management and build a bond of commitment and mutual understanding. An engaged workplace where employees are happy, driven and dedicated reflects in quality work. Human resources teams are lately also known as talent acquisition teams as outstanding talent is scarce but a priority for organizations hence a change in title.
It is needless to say that HR teams are vital for creating an agile organizational structure and business efficiency and it requires talent management, innovation, collaboration, public relations, partnering with business and designing business initiatives based on business needs to do so. HR can change the future of work for both employees and employers and are now a significant entity to any organization.
While the HR team is doing all of this, it is equally important to note that HR itself needs to be constantly adapting and evolving in their skills and mindsets. Re-skilling and gaining business acumen while managing C-suite is critical to be able to get a seat at the table. Change is inevitable. And HR needs to be on the ball when it comes to managing the speed of change.
Author Bio
| Indrani Saha is Director of Human Resource of Diebold Nixdorf. With 25 years of experience, she heads the HR team for all verticals in the country. She has previously worked in industries like automobiles, transmission, IT and airlines. Connect Indrani Saha Visit www.dieboldnixdorf.com |
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