Changes in Human Resource Management
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CHANGES IN HUMAN RESOURCE MANAGEMENT
Human Resource management has changed over the past ten years. In the years past human resources has strived to improve its conflict resolution amongst employees. The development of new roles for human resources departments such as ethics management and corporate social responsibility are items that have been evolving over the past ten years. The evolution of HR has caused an increase of Human Resources roles in organizations involving the strategic planning. Changes in human resources over the past ten years have caused an increase in access to self-service HR resources available to employees and potential employees. With changes and improvements in the human resources field there has been an increased use of human resource management outsourcing by organizations over the past ten years. The evolution of human resources has caused a larger involvement of human resources in roles of developing and shaping regulations and laws that affect the workplace and its employees. There has been greater recognition of the value of HR certifications and what the roles, skills, and education that is needed for the different certifications due to the evolution of human resources in the past ten years. Overall in the past ten years there has been an increase in the professional status and respect for HR professionals and what their job entails and the benefits they offer an organization when dealing with people. Recognition of Human Resources playing a huge role in organizations and being identified as a strategic business partner by executives has been a result of the evolution of human resources over the past ten years (SHRM, 2008). Human resources professionals have many responsibilities in an organization when dealing with senior leadership.
Human Resources professionals act as strategic partners to senior leadership by helping them deal with intangibles assets, such as the value of and organizations brand, its ability to revolutionize, its culture and public opinion, and the value of management. HR leaders stay current on growing business trends, and try to assess what might be a cause that would negatively affect the companys progress and determine the human capital needs of the organization. HR with the data and skills of trends and processes towards progress engage with senior business leaders. Talent Management is a strategic element of HR and helps leaders by offering advice in where to place staff that they can benefit the company by their specific knowledge and skills. HR works to help leaders to incorporate human capital thinking into decisions effecting the organization and to assist in strategic matters that involve employees. Human Resources conduct surveys to give leadership ideas of where there can be the best use of them in the organization based on information and data. Human Resources help to develop and sustain personal relationships with staff. Human Resources offer solutions and advice from other individuals on issues that impact the organization and their success. Human Resources organizes daily activities to support and nurture relationships, identifies current issues, analyzes how these issues could impact the organization negatively or positively, and suggests solutions to prevent or resolve the issues to leadership. HR helps to cultivate an environment of optimism for all employees and celebrates both small and large successes (Fehd, n.d.). Human resources personnel can work in specialties in an organization.
The specialty of Employment and Recruiting entails working with managers to develop ideal criteria that will be used for hiring employees. This area also involves the communication with companies and resources to find, entice, and match potential employees to jobs. This specialty also includes job placement and relocation to new areas of employees that are hired by and organization. The specialty of Labor and Employee Relations deals with the members acting as liaisons between employees and management. Other responsibilities would be to negotiate with unions over contracts and complaints,