Information systems in human resources management

The Changing Shape of Human Resource Management

Human resource management involves both strategic and comprehensive approaches to managing people, as well as workplace culture and environment.

The role of human resources professionals is to ensure that a company’s most important asset—its human capital—is being nurtured and supported through the creation and management of programs, policies, and procedures, and by fostering a positive work environment through effective employee-employer relations.

The concept behind human resource management is that employees who are subject to effective human resource management are able to more effectively and productively contribute to a company’s overall direction, thereby ensuring that company goals and objectives are accomplished.

Today’s human resource management team is responsible for much more than traditional personnel or administrative tasks. Instead, members of a human resource management team are more focused on adding value to the strategic utilization of employees and ensuring that employee programs are impacting the business in positive and measurable ways.

An August 2014 Forbes article explored the shifting goal of today’s human resource management teams. More specifically, the article found that HR teams focused on things that don’t add true value to the organization are often deemed reactive, uncreative, and lacking basic business understanding. On the other hand, HR professionals who want to be recognized as true business partners must see themselves as business people who specialize in HR, not as HR people who advise a business.

Todays’ human resources managers/business partners must understand the workings of the business and be able to comfortably speak the language of business leaders in order to have a measured and proven impact on business objectives.

The Agenda of Today’s Human Resource Management Team

Today’s HR management team must focus their efforts on five, critical areas, according to the Forbes article:

Define and align organizational purpose: A company’s employees must be able to clearly articulate why the company exists in order to achieve a purpose-driven, sustainable, high-performing organization. Employees must also understand how their efforts connect, or align, with the organization’s purpose.

Recruit the best talent by creating, marketing, and selling an Employee Value Proposition (EVP): False marketing and misconceptions about an organization are some of the main reasons why the employer-employee relationship fails. Therefore, companies must create, market, and sell an EVP that is true and accurate as to not mislead potential employees.

Focus on employee strengths: Companies must make every effort to understand what candidates and employees do best and put them into roles where they can play to their strengths as much as possible.

Create organizational alignment: Achievements must align with the organization’s objectives so as to build a successful and sustainable organization.

Accurately measure the same things: All internal departments and employees must be measuring the same things as to achieve a definitive organizational result and to ensure that everyone knows exactly where the organization is at all times.

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