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As the 2024 headline screams, "Will AI replace Human Resources?", the emphasis on strategic HR practices is more pronounced than ever. And surely, it converges on leveraging data-driven insights, embracing artificial intelligence, and fostering an inclusive and agile work environment.
However, are Human Resources completely replaceable? Read along, and you will find the answers by the end of this blog. Now, let's quickly dive into the multifaceted world of HR, exploring the key functions that define the field of human resources today.
What is Human Resources?
Human Resources can refer to two things at once, "It is the complete group of people that collaboratively works to achieve a shared organizational goal." or "It is the group of people that manages different functional sub-groups to ensure an optimized progress towards a common organizational goal."
More often, it is viewed as the core department of the corporate world, and the heartbeat of organizations. The umbrella of responsibilities carried out by HR teams ranges from hiring of candidates to retaining top talents. It ensures that each individual contributor is fairly compensated and acknowledged throughout their service to the company. As easy as the work of a HR department sounds, as hard is the execution of it.
HR Functions: What does HR do?
2024 HR work in companies is about leveraging technology, fostering inclusive and supportive work environments, and driving strategic initiatives that align with both organizational goals and employee needs. This dynamic landscape requires HR professionals to be adaptable, innovative, and empathetic leaders. The major themes that we can see in the industry are as follows:
- Operating Hybrid Work Models: The hybrid work model continues to gain traction, offering flexibility that accommodates diverse workforce needs. This model helps the HR balance remote and in-office work, enhancing collaboration and productivity of their teams.
- Leveraging Generative AI and Automation: AI and automation are revolutionizing HR work in companies, from recruitment to employee engagement. Using reliable generative AI tools to streamline administrative tasks is a major role of HR in 2024. Right utility of these processes can reduce significant workload and let HRs focus more on strategic initiatives.
- Ensuring Employee Well-Being: Employee well-being is a top priority of the HR department of the 21st century. Hence, they are implementing comprehensive wellness programs to support mental, physical, and emotional health. This focus aims to reduce burnout and improve overall job satisfaction.
- Establish Diversity, Equity, and Inclusion (DEI): DEI remains a critical area, with organizations striving to create more inclusive workplaces. HR efforts in this segment include diverse hiring practices, equitable pay, and fostering a culture of belonging.
- Interpreting Predictive Analytics: HR is leveraging predictive analytics to make data-driven decisions. This includes forecasting hiring needs, identifying potential turnover risks, and enhancing talent management strategies.
- Nurturing Human Leadership: Leadership development is crucial for HRs as they nurture not only the high performers but also the high potentials. This way they can focus on human-centric leadership styles that prioritizes empathy, communication, and employee development.
- Evolving Talent Management: With rapid technological and organizational changes, effective change management strategies are essential. HR is playing a pivotal role in guiding the organizations through these transitions.
- Ascertain Employee Experience: Enhancing the employee experience is key to retaining top talent. This includes facilitating clear career paths, opportunities for growth, and a supportive work environment.
- Balancing Sustainability and Corporate Responsibility: HR is increasingly involved in sustainability initiatives and corporate social responsibility, aligning organizational goals with broader societal values.
Why is Human Resources Important?
Growing AI and HRTech has no doubt influenced the way human managers worked. As a matter of fact, it has leveled up the responsibility of HRs from manually time consuming minor tasks to impactful major decision-making. Human resources are as important as the technological developments of the organizations today.
This is because, with growing reliance on HRTech, there is an upsurge of a need for the right implementation of emotional intelligence. Organizations now need managers who can take accountability of the decisions made, nurture workforce skills and encourage leadership within the teams. Moreover, the list to why human resource is more important than ever is because of the following:
- Strategizing and implementing talent management to ensure rapid growth against competitors.
- Choosing and adapting the right technologies that can revolutionize the HR processes.
- Fairly interpreting and leveraging data to bring positive changes in productivity and performance.
- Mitigating legal risks and maintaining ethical workplace standards for all employees.
- Ensuring right workforce composition and employee experience throughout the employment cycles.
- Elevating workplace standards to ensure job satisfaction and high retention of top talents.
How does HR support employees?
The human resources supports employees as much as they support the candidates through the recruitment process. There are many ways in which the HR department aids employees in an organization. Some of which includes:
- Seamless Onboarding: HR facilitates the onboarding process. They ensure candidates experience a smooth skill assessment process and new hires understand their responsibilities from the start.
- Continuous Learning: HR duties ensure each contributor is informed of the skill gap analysis, and has access to ongoing education and skill development important for their current job roles.
- Career Advancement: HR assists employees in planning their career trajectories and provides opportunities for professional growth through various training programs.
- Wellness Programs: HR promotes initiatives that support both physical and mental health, offering resources and benefits to maintain overall well-being.
- Performance Feedback: HR implements post-hire assessment systems to regularly evaluate and provide feedback on performance. It helps them set and achieve the long term as well as short term goals.
- Conflict Resolution: HR manages employee relations by addressing concerns, resolving disputes, and fostering a harmonious work environment.
- Legal and Ethical Compliance: HR ensures that the organization adheres to labor laws and ethical standards, safeguarding employees’ rights and promoting a fair workplace.
Renowned Professionals as Human Resources examples
Every HR professional has a unique perspective on talent management. Here are some HR leaders who have significantly influenced HR processes and continue to inspire many professionals in the industry worldwide with their innovative approaches and insights:
1. Laszlo Bock
Former Senior Vice President of People Operations at Google
Laszlo Bock is renowned for revolutionizing HR practices at Google, focusing on data-driven decision-making and employee empowerment. He authored the book “Work Rules!” which shares insights on creating a high-performing workplace.
Quote: “We spend more time working than doing anything else. It’s not right that the experience of work should be so demotivating and dehumanizing.”
2. Pat Wadors
Former Chief People Officer at Procore Technologies
Pat Wadors is known for her emphasis on diversity, equity, and inclusion (DEI). She has held senior HR duties at LinkedIn and ServiceNow, advocating for creating inclusive workplaces where everyone feels they belong.
Quote: “Belonging is the feeling of security and support when there is a sense of acceptance, inclusion, and identity for a member of a certain group.”
3. Josh Bersin
Global Industry Analyst and Founder of Bersin by Deloitte
Josh Bersin is a leading HR industry analyst and thought leader. He provides insights on HR technology, talent management, and the future of work through his research and publications.
Quote: “The role of HR is not just to support the business but to drive the business forward.”
4. Susan Peters
Former Senior Vice President of Human Resources at General Electric (GE)
Susan Peters led HR at GE, focusing on leadership development and talent management. She played a key role in transforming GE’s HR practices to align with the company’s strategic goals.
Quote: “HR is about creating the right environment for people to be their best.”
5. Johnny C. Taylor, Jr.
President and CEO of the Society for Human Resource Management (SHRM)
Johnny C. Taylor, Jr. is a prominent HR leader and advocate for the profession. Under his leadership, SHRM has focused on advancing HR practices and policies that support a dynamic and inclusive workforce.
Quote: “HR professionals are the architects of workplace culture and the champions of employee engagement.”
What skills do you need to work in HR?
HR requires an array of skills to appropriately conduct HR work in company. These predominantly include recruitment practices, orientation processes, making compensation decisions, and also catering to performance management, succession, retention, learning and development., etc. Some skills that are necessary to carry out these responsibilities are as follows:
- Communication Skills: Effective communication is crucial for HR professionals as they act as a bridge between employees and management. According to a survey by the Society for Human Resource Management (SHRM), 93% of HR professionals believe that communication skills are essential for success in HR.
- Data Analysis and Interpretation: With the rise of HR analytics, the ability to analyze and interpret data has become increasingly important. A report by LinkedIn found that 71% of HR professionals consider data analysis skills to be critical for making informed decisions.
- Technological Proficiency: Proficiency in HR software and digital tools is vital for efficiently managing HR work in companies . According to a study by Deloitte, 56% of companies are redesigning their HR programs to leverage digital and mobile tools.
- Strategic Thinking: HR professionals need to align HR strategies with business goals. A survey by the Human Capital Institute (HCI) revealed that 68% of HR leaders believe strategic thinking is a key competency for driving organizational success.
- Diversity and Inclusion: Creating an inclusive workplace is a top priority. Research by McKinsey & Company shows that companies with diverse workforces are 35% more likely to have financial returns above their respective national industry medians.
- Employee Experience Management: Enhancing employee experience is crucial for retention and engagement. According to a Gallup report, organizations that invest in employee experience see a 17% increase in productivity and a 21% increase in profitability.
- Conflict Resolution: HR professionals must effectively manage and resolve conflicts. A study by the Chartered Institute of Personnel and Development (CIPD) found that 85% of HR professionals consider conflict resolution skills to be essential.
- Leadership and Coaching: Developing leadership skills and coaching employees are vital for fostering growth. According to a report by the Center for Creative Leadership, 77% of HR professionals believe that leadership development is crucial for organizational success.
What types of jobs are available in HR?
Aspiring to become an HR professional is like waiting for the tables to turn in an interview. Human resource management being a vast field of operatives, has many sub categories of job roles that are assigned to the HR professionals in a team. Some of such jobs available in HR are:
The HR Department- Structure Example
There are many more HR roles and responsibilities covered by the HR professionals in various sectors depending on the industries. Here is a hierarchical structure that ensures clear lines of responsibility and efficient management of HR functions. It essentially ranges from strategic planning at the executive level to operational and support tasks at the lower levels:
Executive Level Human Resources
- Chief Human Resources Officer (CHRO)
Role: Sets overall HR strategy, aligns HR with organizational goals, oversees all HR functions.
Average Salary Per Annum: ₹25,00,000 - ₹40,00,000
Senior Management Level Human Resources
- HR Director
Role: Leads the HR department, develops strategic HR initiatives, ensures policy implementation.
Average Salary Per Annum: ₹15,00,000 - ₹25,00,000
Middle Management Level Human Resources
- HR Business Partner
Role: Aligns HR strategies with business objectives, provides HR consultancy, supports organizational change.
Average Salary Per Annum: ₹10,00,000 - ₹15,00,000
- HR Manager
Role: Manages the HR team, monitors the recruitment, employee relations, compliance, and policy implementation.
Average Salary Per Annum: ₹8,00,000 - ₹12,00,000
- Compensation and Benefits Manager
Role: Manages employee compensation, benefits programs, and payroll.
Average Salary Per Annum: ₹9,00,000 - ₹14,00,000
- Training and Development Manager
Role: Plans and implements training programs to enhance employee skills and performance.
Average Salary Per Annum: ₹8,50,000 - ₹13,00,000
- Employee Relations Manager
Role: Addresses employee grievances, manages conflict resolution, promotes a positive work environment.
Average Salary Per Annum: ₹7,50,000 - ₹12,00,000
Operational Level Human Resources
- HR Generalist
Role: Handles a variety of HR tasks including recruitment, employee relations, compliance, and benefits administration.
Average Salary Per Annum: ₹5,00,000 - ₹8,00,000
- Recruitment Specialist
Role: Manages the hiring process, sources candidates, conducts interviews, and ensures a smooth onboarding process.
Average Salary Per Annum: ₹4,00,000 - ₹7,00,000
- HR Coordinator
Role: Coordinates HR activities, manages employee records, assists with onboarding, and supports HR projects.
Average Salary Per Annum: ₹4,50,000 - ₹6,50,000
Support Level Human Resources
- HR Assistant
Role: Supports HR functions, handles administrative tasks, and assists with recruitment and employee services.
Average Salary Per Annum: ₹3,00,000 - ₹5,00,000
Conclusion
Ultimately, HR work in company is not just about managing administrative tasks but about driving organizational success through strategic human capital management.
By focusing on employee experience, development, and well-being, HR helps create a positive work environment that promotes growth, innovation, and sustainability. To help HR professionals achieve the best out of the 21st century workforce, HRTech tools and service providers like ourselves are ensuring seamless integration of technology into regular company HR work in company.
PMaps Psychometric Test Platform ensures you know your employees closely from strengths to weaknesses. To know more about how you can use PMaps Behavioral Assessment in your best convenient HRMS and ATS, mail us at assessment@pmaps.in or call us on +918591320212.
