The role and the impact of HR is continuing evolving and as said by Averbook, the HR is at a critical crossroad as many of those activities and functions can be done in more cost effective way and better way than before thanks to the new technological advancements. Human Resource Management in today’s business context can be understood as – “effective and efficient management of the human capital of the organization”. HRM functions provide an outline for employee’s recruitment, development and termination. The role of HR is changing from a backend function and now companies are aligning it to central strategic business planning. The new role of human resource can be termed as Strategic HRM, where the HR practices are linked to business strategies
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The main rationale of strategic HRM is to integrate HR with overall organization’s business strategy. Now the HR professionals are required to think as strategic consultants to the business so that they can acquire workforce and develop them attain the organizational objectives. The HR professionals who want to excel in the field of Human resources now need to see themselves as business people who specialize in H.R. As a HR business partner they need to understand how business works so that they play the role of strategic HR partner to the firm and plan workforce and strategies that are in line with the accomplishment of the business objectives. We man say that Human Resource Management is playing a crucial role today and its major achievement is to align the individual goals and objective with organizations goals and objectives. Therefore HR department needs to focus on the following 3 areas – Define and align the organizational purpose, Talent acquisition, Focus on employee development & retention strategy. Strategic HRM focuses on activities that help organizations gain competitive advantage from its competitors and make a long term impact on the success of the …show more content…
Many years after World War II was over and during industrial revolution the main recruitment media was to put a sign board outside the company to hire people. After that the recruitment process took a leap and has undergone many changes. During 1950’s to 1980’s the main media for recruitment was newspaper advertisement to recruit people. The recruitment agencies and staffing companies started off late 1980’s. It was during early 1990’s when “World Wide Web” was born the recruitment industry saw a significant change in the way recruitment was done as along with newspaper other sources of recruitment were launched such as job sites, print media, mobile phones , email etc. With start of 2000s the recruitment went the e-recruitment way where both the employers as well as the job seekers interacted through the new way using internet to understand each other’s requirement as they became more tech savvy. The process of recruitment has been transforming with changing time and will continue to do so. Today recruitment has become a 24*7 process where recruiters and jobseekers can interact any time in any time zone and social media has added to it. It is essential to recruit right person for the right job and to do so organization must fine tune their recruitment process. Recruitment process is often mistakenly combined along with selection process under the Recruitment function umbrella.
The main rationale of strategic HRM is to integrate HR with overall organization’s business strategy. Now the HR professionals are required to think as strategic consultants to the business so that they can acquire workforce and develop them attain the organizational objectives. The HR professionals who want to excel in the field of Human resources now need to see themselves as business people who specialize in H.R. As a HR business partner they need to understand how business works so that they play the role of strategic HR partner to the firm and plan workforce and strategies that are in line with the accomplishment of the business objectives. We man say that Human Resource Management is playing a crucial role today and its major achievement is to align the individual goals and objective with organizations goals and objectives. Therefore HR department needs to focus on the following 3 areas – Define and align the organizational purpose, Talent acquisition, Focus on employee development & retention strategy. Strategic HRM focuses on activities that help organizations gain competitive advantage from its competitors and make a long term impact on the success of the …show more content…
Many years after World War II was over and during industrial revolution the main recruitment media was to put a sign board outside the company to hire people. After that the recruitment process took a leap and has undergone many changes. During 1950’s to 1980’s the main media for recruitment was newspaper advertisement to recruit people. The recruitment agencies and staffing companies started off late 1980’s. It was during early 1990’s when “World Wide Web” was born the recruitment industry saw a significant change in the way recruitment was done as along with newspaper other sources of recruitment were launched such as job sites, print media, mobile phones , email etc. With start of 2000s the recruitment went the e-recruitment way where both the employers as well as the job seekers interacted through the new way using internet to understand each other’s requirement as they became more tech savvy. The process of recruitment has been transforming with changing time and will continue to do so. Today recruitment has become a 24*7 process where recruiters and jobseekers can interact any time in any time zone and social media has added to it. It is essential to recruit right person for the right job and to do so organization must fine tune their recruitment process. Recruitment process is often mistakenly combined along with selection process under the Recruitment function umbrella.