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The globalization and emergence of complex business requirements have forced organizations to consider HR as a strategic business partner rather than just a back office function. Traditionally, HR department’s functions were limited to providing support to the organization by dealing with contracts, benefits, leave and recruitment. The department was usually placed at the back of the office, in the lobby area, from where it could be easily located by potential candidates to submit their job applications. The HR was considered a liability than an asset of the company. The time has significantly changed and so is the importance of HR. The HR is now strategically involved in profit making of an organization in a number of ways. The major expense of an organization in most cases is the payroll, which is directly related to manpower management, recruitment and utilization of resources. HR can therefore be considered as a high functioning division that is strategically involved in saving money and getting high return on investment when hiring talent, negotiating contracts and benefits, creating policies that help in retaining employees, and discouraging employees to abuse time and resources of the company. All these activities together save a huge amount of money to the company. Challenges for HR Most companies now rely on HR not only to optimize the use of their most important asset – the employees, but also to sustain their business. The need of an hour for HR is to understand business as a business partner would do, by contributing to hiring best talent from the market and creating a great workplace according to changing business trends. Instead of doing just transaction business work, HR can contribute to the growth of the business and enable business to succeed by proactively working on what employees want from their job and what are the key drivers to attract and retain employees at a workplace. The major challenge for HR nowadays is to proactively understand the changing needs of employees. When each customer of a company is considered unique, why can’t each employee be considered unique? Why are employees treated as one composite group and uniform policies are created for all the employees? Might be the questions that come up in the future… The key challenge in front of HR is to track the unique needs of each employee of a company, have a customized approach for each employee and yet be fair in the employee management approach. Besides compensation, learning needs and instant recognition, the other things that would continue to pose a challenge to HR in creating a better work environment in future would be: Read further: http://www.empxtrack.com/blog/
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