Human resources in the future

Human resources managers are predicted to play an increasingly important role in the
management of organizations. In fulfilling this role, human resources managers should become
thoroughly familiar with the business and business strategies, be knowledgeable about present
and future trends, and learn to emphasize the impact human resource can have on
organizational performance. Human resources has quickly become one of a business's most
valued and important departments. A company is only as good as its people, and human
resource departments are responsible for bringing in and retaining that talent. As with nearly
every job function, the human resource field has changed dramatically in the last decade,
primarily due to technology.

To meet the challenges of the future, tomorrow's resource departments must possess
different competencies and be much more sophisticated than their predecessors. Given the
more sophisticated role human resource departments must fill, it is essential that human
resource managers be integrally involved in the organization's strategic and policy-making
activities. Fortunately, there are signs that this is happening in many organizations. For
example, in the majority of Fortune 500 companies, the head of the human resource department
is an officer (usually a vice president) who answers to the chief executive officer (CEO). In
many companies, the head of the human resource department sits on the board of directors, the
planning committee, or both. The following suggestion can help human resource managers
become more familiar with their business:

Firstly, the simplification is a role that cannot human resources ignore in the near future.
Running a complex organization is expensive; the sophisticated human resources processes
and procedures are expensive; the long decision-making process makes organization
uncompetitive. The company can become quick, lean and competitive if it simplifies its
processes. Human resource has to focus on the simplification of its complex processes. It has
to return the decision-making rights back to employees and managers. Human resources has to
oversight processes; it should not make all tactical decisions. Simplification hurts, but it is a
part of the future of human resources management. Moreover, the simplification is closely
linked to another future issue of human resources - the globalization.
 The globalization is a genuine challenge for human resource. The real global team is
not just about one centralized Head Quarter, which sends out global policies. It is about the
ability of the company to manage the rest of the team from any place in the world. Most
globally present companies miss the "global picture" as they try to manage all countries using
the same matrix and approach. Human resource has to develop new leaders who will act
globally. They can operate from any place on the Earth, and they can lead and manage global
cross-cultural teams. They have to find the cost effective way to manage the organization
globally as the company does not grow in number of global management layers which do not
add value and make the decision making process long and painful.

Organization leadership development practices will be a significant imperative for

those organizations. Most organizations run their operation at risk because they have no
successors for the leader. Many organizations do not survive when the founder of the company
leaves. The future of human resource is about making sure that the new leader grows and
develops inside the organization. The company has to be ready to shift the leadership within
days because it saves its future.

One of the role of human resource is to build a sustainable competitive advantage and
the innovations management. However, most human resource Organizations do not understand
how they should support changes in the organization. Human resource has to be able to connect
innovations with the traditional change management to design a true powerful weapon against
competitors on the market. Supporting innovations is not easy because the organization has to
empower employees to elaborate ideas. It has to accept not to control employees. It has to
provide them with the freedom to be creative. This is the moment where human resource should
step in and design essential principles and training courses for managers. Human resource
managers has to teach other managers how to provide employees with freedom to be innovative
and creative. It is a task for the future of human resource.

Social media change human resource even today. Human resource of the future will
have to utilize social media as the best communication channel. However, it will have to define
rules for discussions that go beyond pure internal conversations. Human resource will have to
show employees what confidentiality and the business secret means and how they should act.
Organizations will be extremely vulnerable to exposing its business secrets to public audiences.
HR of the future will be the master of social media, and it will teach other business functions
how to communicate internally and externally without taking excessive risks.
Last role of the future will be human resource in the cloud. Human resource data will be present
online and most human resource processes will be fully paperless. We dream about the
paperless human resource office for many years, but human resource cloud solutions will
enable such a future.

Types of assistance the human resource department provide

The primary function of a human resource department is to provide support to operating

managers on all human resource matters. Thus, most human resource departments fulfil a
traditional staff role and act primarily in an advisory capacity. In addition to advising operating
managers, a human resource department customarily organizes and coordinates hiring and
training; maintains personnel records; acts as a liaison between management, labour, and
government; and coordinates safety programs. Therefore, accomplishing the human resource
goals of an organization requires close coordination between the human resource department
and the operating managers. Precisely how all of the functions related to human resources are
split between operating managers and the human resource department varies from organization
to organization. For example, the human resource department in one company may do all the
hiring below a certain level. In another company, all the hiring decisions may be made by
operating managers, with human resource department acting only in an advisory capacity.

Human resources department are provide assistance to organizations such as

maintaining employee records, disciplinary matters and performance appraisals. Human
resources department maintain and manage employee record like personnel file for each
employee. These personnel files contain confidential documents. Personnel files are the main
employee records utilized by the employer, the employee, and the employee's manager, in some
companies. In others - and I recommend this approach - access to the employee personnel file
is restricted to human resources and the employee under supervision.

Typical documents in a personnel file include the employment application, a family

emergency contact form, documented disciplinary action history, a resume, the employee
handbook receipt employee sign off, at-will employer sign off sheets, the periodic appraisal,
job evaluation, or performance development plan, training certificates and attendance evidence,
and current personal contact information about each employee.
 Not all personnel files contain the same documents but each personnel file has some
documents that are the same. Documentation of an employee's performance does not belong in
the personnel file unless it warranted disciplinary action, an award, or some other sign of
outstanding achievement. Such everyday performance notes belong in the file that managers
keep to track the performance, goals, and contributions of their employees.