In an era of attracting and retaining Talent, people management or Human capital management is important for business organization in gaining competitive advantage. It is done in various ways from hiring people, motivating, developing and facilitating them in performing their duties and responsibilities with help of supervisors, mentors and guides whom people across various departments and divisions report regularly. Thus, the role of HRM gets focused more on HR policy making as well as implementing it in hiring, developing competencies of people and monitoring HR activities in various departments and locations.
Emergence of new technology has strengthened the implementation and monitoring of HR activities guided through various software applications, giving HR professionals more space for personal touch.
Today, employees expect more from HRM in creating a better workplace, facilities to learn, and help them pursue their passion. Likewise, top management of the organization expects more accountability from HR professionals making them search for deliverables that can be measured with a focus on human capital and ROI. The other emerging trend is on cost reduction where HR processes are outsourced to third party with just 2-3 people in HR department for aligning the organizational requirement.
The brightest side of careers in HR is that it’s being rechristened as Business partners that will make it a core business activity. Core HR is therefore focused towards investment in people and making the organization as the “Best place to work, best place to pursue passion, best pay master, and best place to grow and perform”. Further, this aspiration has led to evolution of new perspectives in managing people namely – Employer Branding, Employer of Choice, Employee engagement and Employability with competency of learn-ability, Employee readiness, and Employee Branding.
Career profiles available to any job seeker in HRM are in the various roles like HR Generalists, HR Specialist, IR Specialists, Recruitment Specialists, HR Consultant, OD specialists, and or HR Analytics. In core sector, the opportunities available are HR generalist where they have to monitor HR initiatives and have knowledge of all activities. In service sector, focus is majorly towards recruitment, learning and development, pay and benefits requiring Specialists role. In HR Consulting organization roles offered are of HR Consultant with specialists like Change and OD specialists, Compensation and Benefits Specialist or customized roles required by the organizations. The new profile that is now evolving is HR Analytics that may include on collecting and interpreting volumes of data on hiring, training, compensation and attrition to make HR professionals quicker and effective people management decisions.
Dr. Rajnish Kumar Misra
Jaypee Business School