Industrials

<p>HR has changed different phases during the journey in their career</p><p>It can be defined as:&nbsp;</p><p><strong>Phase I </strong></p><p>Personnel management as the function was only preparing the salaries of the employees and handing over the payments by cash on a weekly/fortnight or monthly basis for the work done.</p><p><strong>Phase 2</strong></p><p>Personnel Management became HR Management, or HR Managers started looking at employees beyond the payroll and administration and called it human resources and started supporting the employees by resolving their issues.</p><p><strong>Phase 3</strong></p><p>The HR Manager jobs started with the need to rethink, or requirement came to the extent of developing and supporting the Human resources and utilizing their capabilities to the optimum extent. Hence HR Managers become HRD (Human Resource Development).</p><p><strong>Phase 4</strong></p><p>The HRD Managers work towards the development of requirements of HR in the organizations where the training and development programs have become more popular. And all started more with educating the employees and building their competencies as per the requirement of the jobs and the company, not only on technical skills but also behavioral traits.</p><p><strong>Phase 5</strong></p><p>The Human Resources Development managers started actively participating in the business. Hence, they become HR- Business Partners by understanding the business in depth, and here the major portion of HR goes into supporting the employees on every step of their issues and especially " the employee well-being" as the Covid19 pandemic has taught every one lesson how important the health of the human being.</p><p>The new leadership role of CHRO has become prominent in this era to create the best-talented leaders for the organization. The challenging part of CHRO will be Diversity, Equity, and Inclusion to ensure everyone in the organization is treated with dignity and all will be given equal opportunity, especially with gender diversity. Next comes nurturing the younger generation for the future organization as a part of succession planning.</p><p>The pandemic has taught everyone how to work remotely or with hybrid models. When covid19 has become the new normal again, the requirement of office atmosphere from the remote/hybrid models has been slowly vanishing because of various personal and professional reasons where employee relations and face-to-face connecting with the employees have been identified as the primary requirement to be successful in jobs.</p><p>During these phases, HR must align and upgrade their knowledge and competencies to remain successful HR professionals. The key points here are:</p><ul><li style="list-style-type: none;"><ul><li>Understanding the digitization tools (Artificial Intelligence and Metaverse) which enhance HR efficiency.</li><li>Creating and proposing management on flexible working hours for the employees</li><li>Understanding different generations and their requirement and creating a challenging environment to ensure they are engaged and also to incorporate a safe working environment</li><li>HR should learn how the data driver approach will improve the department's efficiency using various HR analytics.</li><li>Building high morale and creating a friendly environment to ensure different generations, like baby boomers, X, Y, and Millennials, are connected, which boosts productivity.</li><li>Gen Zers, whose population is more (including millennials) in percentage, should be given more importance to tap and engage them effectively to get higher efficient outputs as they are the first digital natives.</li><li>Since the era has become more digital, the measurement of achievements is very fast and precise, and there is always a need for appreciation with appropriate rewards and recognition to motivate the younger generation.</li><li>To engage the current generations, there is a need for tailor-made goals of personal as well as professional to excel in their career and engage them effectively.</li></ul></li></ul><p>&nbsp;</p><p><span style="font-size: 10pt;"><em>This article was contributed by our expert <a href="linkedin.com/in/thirumaleshas">Thirumalesh Kumar A S </a></em></span></p><p>&nbsp;</p><h3><span style="font-size: 18pt;">Frequently Asked Questions Answered by Thirumalesh Kumar A S</span></h3><h2><span style="font-size: 12pt;">1. What is the current trend in Human Resource Management?</span></h2><p><span style="font-size: 12pt;">Recently, we have seen Greater resignation in all industries, which has continued. Even have read about Greater resignations in HR, attracting and retaining talent, Diversity, Equity, and Inclusion have become the latest trends in HR for gaining employee engagement and HR analytics.</span></p><h2><span style="font-size: 12pt;">2. What are the steps of a Human Resource Management process?</span></h2><p><span style="font-size: 12pt;">Recruit to Retire is the employee life cycle, which should be the order of HR. Workforce planning, Recruit- Induct-Train- Build competencies-right pay-promote and rewarding properly- develop leaders- delegation of authority - Assign KRAs and reward on achievement - Required Vs. Supply resources, Timely appreciation, and reward for performance etc. </span></p><h2><span style="font-size: 12pt;">3. What are the challenges of human resource development?</span></h2><ul><li style="list-style-type: none;"><ul><li><span style="font-size: 12pt;">Talent attraction and retention, acquisition </span></li><li><span style="font-size: 12pt;">Developing required skills for line Managers</span></li><li><span style="font-size: 12pt;">Data (HR Analytics) based decisions</span></li><li><span style="font-size: 12pt;">HR automation and digitization </span></li><li><span style="font-size: 12pt;">HR Strategy and Implementation </span></li><li><span style="font-size: 12pt;">Creating flexible working hours/ environment </span></li><li><span style="font-size: 12pt;">Creating a Safe employee wellness program and sustenance</span></li></ul></li></ul><p>&nbsp;</p><h2><span style="font-size: 12pt;">4. What is HRD need assessment?</span></h2><p><span style="font-size: 12pt;">It's a people's need to develop competencies. ASK - Attitude, Skills &amp; Knowledge to perform better at their assigned jobs, for example, organization needs vs. people skills and developing the competencies based on the gaps.<br /></span></p><p>&nbsp;</p>