Changing Nature of HRM

The role of Human Resources is starting to change based on the fact that all major competitive advantages that have previously prevailed are now leveled; for example, technology is now even as most people have access to the latest advances. Now HR departments are responsible for helping to enhance the one other aspect of business where a competitive advantage still exists: human capital. Workers quality is the only factor that differentiates businesses. The HR department is the one that hires them and the HR department is expected to fill the quality gap, or at least make sure that the employees are quality and happy. However, the HR department only hires them and handles paperwork. They are not used to projects on improving the morale of workers. In fact, HR usually gets blamed when things go wrong.

If the wave of the future is for HR to improve employee morale in order to keep quality employees as well create the ideal environment for their highest performance then they will have to change their mission statement within the company. They will have to create communication networks to learn employee concerns and wishes; alternately they will be able to communicate goals and expectations. The underlying idea is that if the expectations are met, employee wishes will be granted. In a small company the HR Director will delegate communication to one of the assistants. In a large company he or she will be able to use the Director of Labor Relations. What is needed is a specific person with the role of communication.

In order for HR to address the needs of the employees they will need to work closely with managers. Often these relations are strained because HR is always presenting managers with employee complaints, as if he or she wants this. The relation should be transactional. HR can tell managers that they (HR) are there to help them. They can provide specialized employees, help with employee related issues, or provide different services. Then when they present a problem to managers they have credibility and trust. In this way, they are resolving problems “together” rather than being critical of managers.