DILEMMAS FACED BY AN HR HEAD IN A GLOBALIZED ENVIRONMENT.
Unlike the other industries where HR is considered as a functional need, there is a need to view HR as a partner or a business enabler in the global industry. One of the constant challenges faced in this area is to align HR to business.The five Rs therefore, assume utmost significance in HR strategy. The HR team needs to get in right from the stage of defining the business strategy to Resourcing, Recruiting the right talent, Retaining the talent, Retraining, and Restructuring.
However, if we see the scenario of HR in IT Company, we find that flexibility appears to be the key for success and survival as IT is such a dynamic field due to the constant developments and up gradation in the area of technology and changing customer requirements. Topping all these reasons is also the trend of globalization, which tries the HR test of endurance. The ability and the willingness to modify job structure, job classification and the organizational structure as often and as quickly as necessary are important elements in a successful recruitment and retention strategy for IT professionals. This challenges of managing expectations and change puts constant pressure on the professionals.
The challenge does not stop with recruiting the right person but with how to go about in managing the performance of employees. The challenge would be to create a performance culture where in opportunities are provided for enhanced performance and where giving out optimum performance becomes a way of life.
Training and development is another area. In the IT industry training takes on a new connotation. It is not just about identifying training needs and giving the required training. It is foreseeing and anticipating the requirements and developing suitable training so that the employees are well-equipped to handle the challenges.
Another major challenge is how to become able to incorporate all the sub-systems in HR and help them in achieving the ultimate goal of exceptional performance. People have to be groomed to get in tune with the performance culture. Creating an environment that stimulates the creation of knowledge and its sustenance throughout the organization is big challenge. No longer can the HR department carry on with its traditional functions. However, Human Resource Information Systems (HRIS) is to be put in place to build and sustain a performance driven culture. The role will shift to that of facilitator. HR will have to involve the whole organization in this process and act as a counselor and facilitator and that is the most gigantic challenge the HR of any organization faces.
In the scenario of such challenges faced by HR managers, a question arises as to what competencies an HR manager needs to equip them in order to survive in the turbulent phase of globalization.
COMPETENCIES FOR AN HR MANAGER
In order to effectively deal with all the changes, HR professionals must develop competencies that will allow them to carry out their roles, competencies like:
Client service orientation,
Sharing of expertise,
Global and cultural understanding,
Multiple language competencies.
In addition to increasing and sustaining technological skills relating to communication developments, HR professionals will also be required to increase their numerical and data compilations skills. As increasing demands merge to provide specific measurable results that prove effectiveness in their area, HR professionals will be required that produce quantifiable results that prove that their department is delivering specified outcomes based on the objectives and goals set forth by the organization.
In addition to delivering specific measurable developments, managers will also need to know what contributed to the results declared. This may mean that HR professionals will be required to be familiar with and administer employee survey and provide for accurate data compilation and regression analysis.
As a result of the increase in technology, innovation and globalization over the last 25 or so years, HR professionals around the world are forced to be more efficient, more effective and more competitive. They need to respond to the demands of global competitiveness by becoming more familiar with language skills, cultural awareness and diversity promotion. Additionally, HR professionals must be committed to continuous learning, being familiar with cutting edge communication. If HR managers wont pay enough attention to their changing role, serious consequences could result, including the deterioration or even perhaps the elimination of the HR department.
The future role of HR professional will change from a less administrative role to more of a strategic role. HR managers will continually be required to prove their effectiveness and their existence. They will be expected to understand international business practices and promote cultural diversity within the organization. They will need to understand the core business of the organization and become partners with line managers. They will need to prove that their initiatives and programs are result-oriented, providing specific measurable results in terms of business competitiveness that contribute positively to the bottom-line of the organization. They will be required to stay current with leading edge as more and more organization is faced with the demands of globalization and strategic alliances with other organization around the world.
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