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Home (/) HR News (/hr-news) Challenges For HR

Challenges For HR
Where do we stand in future depends upon how do we
perform now.

What are the current roles in HR in any industry? Is it

recruitment, training, performance appraisal, payroll,
employee relations. Are we just limited to the above
activities in todays competitive scenario when HR has a
lot to do for its organization to achieve its goal.

It has been said that the worlds economy is moving

downwards leading to another recession which will affect
the turnover and downfall of the employees from the
organizations. In this scenario, who should we layoff? Who are the hard working employee and who are
the smart working employees? Are the training cost incurred in these employees giving the organization
any ROI. All these questions have to be asked by HR and answered by HR.

This is where we (HR) face a huge challenge. Being only limited to recruitment and other general
activities does lead to lead HR to become a Business Strategic Partner.

As per the recent survey conducted, the time spent on various roles of HR like maintaining records from
25.9% to 13.9%, auditing and controlling 14.8% to 13.3% whereas the other activities like Development
of HR systems from 12.6% to 18.1 and organizational design and cultural change in the organization
has been increased from and 9.6% to 23.5%.

Also, the percentage of activities like Learning & Development in the year 1995 was 63% which later
increased to 82% in 1998. In 2001 the percentage for learning & development activity was 81% as
compared to 89% in 2004. The analysis can be done for other activities like recruitment where the
percentage in 1998 was 82% and got reduced to 75% in 2001 and later increased to 57% in 2004;
Strategic Planning where the percentage in 1998 was 10% and then got rediced to 7% in 2004.

The above figures give us a clear idea about the advancement and reduction of HR roles.
In todays competitive market, there are organizations who still have not upgraded to HR Automation.
Many of their practices are still restricted to Microsoft office. These organizations do not expand their
circle and restrict themselves to general activities of HR.

Though the general activities of HR are essential for running a smooth systems and practices in any
organization, we have to expand our role as Strategic Partner in an organization which will create the
importance of employees and their grievances and help to develop the organization to achieve its
goals.

To become a business strategic partner, we not only have to improve the systems, policies but also the
culture, attitude of the employees, change. This will only happen when the HR apart from its daily
routine activities start exploring and developing new ways to develop the HR and its system towards the
Organizational objectives.

In todays scenario, the majority of the time is given to payroll followed by employee data management,
benefits, compliance, performance appraisal, organization development, recruitment, human resource
planning, learning & development, industrial relations.

We need to automate the above activities and focus more towards organization development. If we just
stick to the above activities then we will never be able to stand and upgrade our practices as per the
latest trends in the market. And this will in turn lead to old practices of HR which will restrict our
development.

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