HRM in the modern workplace
Human Resources is no longer considered an administrative task. In the modern workplace, HR professionals are strategic partners for organizational decision-making. They connect employees and employers to build relationships and constantly work to improve employee skills to achieve organizational goals and to recruit, attract and retain top talent.
It was also accepted that HRM was more holistic than traditional personnel management, most importantly, it emphasized that people should be considered as assets rather than costs (Armstrong and Taylor, 2014).
The traditional HR department mostly concentrated on
recruiting personnel, outlining expectations, and providing employee
orientation. The HR department in the modern workplace is more concerned with
important matters like talent acquisition, retention, and development.
The goal of modern human resource management is to
maximize employees' productive utilization, participation, and contribution
across the organization. which, as a supplementary component of people
management, is based on extensive information accretion, classification, and
statistical analysis (Mehta, 2014).
According
to Rasool et al (2019), modern HRM practices have a positive relationship with
organizational innovations. And innovation is vital to gain a sustainable
competitive advantage. With good HRM practices, a more satisfied workforce will
tend to bring new ideas and thoughts for achieving organizational goals.
Modern
HRM professionals can implement practices to motivate employees to get the
maximum output from them. Such as,
01
– Involve employees for decision making
02
- Emphasize on the life-work balance
03 – Regular appraisal and rewards
04 – Creating proper communication
channels
05 - Use social media to share
knowledge
06 – Use technology for HRM functions
In Sri Lankan context the ability to manage human
resources in accordance with an organization's anticipated future path is
becoming more and more important for HR professionals. Therefore, modern HRM
practices should be applied in every organization to prove how HRM may assist
to improve corporate performance.
References:
Armstrong, M. and Taylor, S. (2014) Armstrong’s Handbook of Human Resource Management Practice. 13th edn. London: Kogan Page publishers.
Mehta, A. (2014) ‘A Comparative Analysis of Traditional Versus Modern HRM’, Indian journal of research, Volume : 3 | Issue : 5 | May 2014 Available at: https://www.worldwidejournals.com/paripex/recent_issues_pdf/2014/May/May_2014_1401456240_86061_87.pdf (Accessed: 21 April 2023).
Rasool
SF, Samma M, Wang M, Zhao Y, Zhang Y. (2019) How Human Resource Management
Practices Translate Into Sustainable Organizational Performance: The
Mediating Role Of Product, Process And Knowledge Innovation. Psychol Res Behav
Manag. 2019 Nov 1;12:1009-1025. doi: 10.2147/PRBM.S204662. PMID: 31802958;
PMCID: PMC6830386.
An effective HRM allows organizations to tackle human resource issues strategically. HRM supports in attracting and retaining competent employees, helps the organization's leaders and employees in adapting to organizational change, and enables the adoption of technology. good article
ReplyDeleteVery important article.Well done. I would like to add below.
ReplyDeleteA company's executives no longer handle administrative tasks or operate the human resources department. In the contemporary workplace, HR specialists foster a sense of community. To attract and keep top talent, they engage with employees, build relationships with them, and continually endeavor to enhance the employee experience. The C-suite increasingly relies heavily on HR leaders, who coordinate their personnel management initiatives with the larger objectives of the company.
HRM plays critical role in modern workplace. It is increasingly forcuse on creating a positive employee experience and adapting to rapid changes in technology and global economy. Apart from your ideas other key aspects of HRM in modern workplace are performance management , diversity and inclusion , data analystics , employee experience , talent aquisition, workforce planing..
ReplyDeleteNice article. Good job .
Good attempt and nicely explaining.
ReplyDelete