The idea that the employees are critical assets of any organization is an established fact. Employee productivity is connected to the success of the organization. So, the individual employee interest is given priority in every company. For employee productivity and success, organizations give importance to correct planning and proper execution. The HR department in the organization is the concerned department that carries these activities. It plays a vital role in the smooth running of the organization. The importance of automated HR management system has increased nowadays. By choosing it, the companies can simplify all the crucial HR processes and HR managers can focus on other things in the organization. It’s difficult to tackle all the HR tasks effectively, especially when the company is growing. HR professionals must be known about various employee issues and ways to address them. It’s essential for them to make decisions, understand common HR challenges and find solutions for them. They do various processes to formulate strategies that can bring success.
There is a lot of progress over the years in the HRM field. Due to technology the functions of the HR department has simplified. There are few things to know about HRM then and now. But what does HRM include? The process of HRM consist of job design, analysis, workforce management, training, development, employee performance management, compensation, and other benefits, and legal issues. Now the practice of HR has been impacted by the HR technology in some aspects.
How things have changed in HRM then and now. Let’s see
The focus of HR:
THEN
When we go back to 80s, the HR professionals at that time were mostly involved in doing paperwork and follow anti-discrimination laws to avoid being penalized by contractors and employees. The primary focus was on legal issues and compliance. They were occupied with personnel management and administrative tasks.
NOW
HR leaders are now considered as advisors and strategic business partner. Apart from administrative and personnel management, they give advises to high-level executives in the organization and work together with various departments to obtain the business goals. To achieve the goals they focus on aspects like talent management, targeted recruitment, employee retention, employee productivity, and engagement, etc.
HR Research:
THEN
Earlier, the responsibility of HR was to figure out things like whether the employees are paid accurately and how much salary should they receive. Even though this still exist in the HR functions, the HR specialist was only focusing on specific areas in HRM.
NOW
Today, the HRM is moving towards innovation with the advancement in technology and globalization. With the help of a reliable HR software or payroll tool, the HR professionals can research and figure out the payroll of employees. When the payroll process is simplified then HR professionals can research for other things like the world’s economic, corporate governance, work-life balance of employee.
Respect:
THEN
The benefits in the organization go to the department that deals with critical data and operations. Earlier, it was easy for operations and finance department to play a vital role in the business by allowing HR to focus on administrative, strategic and tactical tasks.
NOW
Today, the availability of advanced people analytics methods have changed the way how the company identifies, develops, attracts and retain the workforce. So, with the help of these methods, the HR professionals just sit at their executive desk and give advise to the leadership team in making decisions related to the workforce.
HR functions:
THEN
Earlier, the function of the HR was to figure out the employee salary and benefits and ensure whether the payroll is delivered without any delays. Even when we see the demand for HR specialists.
NOW
Today, the function of HR is more than payroll and administrative management. Transformational HR is the present trend and it focuses on connecting and aligning the HRM with the business goals, strategy, and objectives. Now the HR professionals must have knowledge and awareness of the business context to design a suitable HR vision and become experts in change management.
Skills:
THEN
In the past, HR was mentioned as personnel management and it was functional and process intensive. Later the ideas like human capital management and HR has emerged with functions that were mostly strategic.
NOW
Today, HR leaders must be fluent in operating data interpretation and using HR tools. They must have the ability to grasp numbers for solving various business problems. To do the HR functions, they require the ability to use a consultative approach which requires soft-skills like relationship building.
HR technology:
THEN
Earlier for HR and payroll management, the data was saved in spreadsheets and processes were written on paper. Such practice is not only time-consuming but also labor intensive.
NOW
Cloud-based HR technology has changed the way how data is processed in the HR system. Now you can quickly look for effective HR and Payroll tools by searching online for payroll service providers in Bangalore and choose suitable software that meets your business needs. HR automation makes the process paperless and saves your time.
