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January 17th, 2013 by Mike Kestly
Many HR professionals will see major changes in their job functions in 2013, even if their job title remains the same. In an article for Forbes.com, Ron Ashkenas wrote about how the HR profession is in the middle of a major transition that will change the direction of HR goals and the work of HR professionals. The days of HR professionals spending their time calculating payroll and monitoring sick days is over.
Despite those who used to claim that HR is an annoying hurdle or waste of money. When HR is done right, it does add value to an organization. HR professionals are responsible for placing the right people in the right roles, and helping them to develop and succeed in those roles. With a growing number of job functions, HR professionals must become more sophisticated in their approach to hiring employees and managing a workforce. How do you do that – you ask?
Here are three trends that are causing major changes in the way we perform HR duties:
1) Systems will continue to take over transactional HR roles.
Talent management systems have taken over traditional HR functions like scheduling and absence management. These platforms have functions that manage applicant tracking, annual/quarterly reviews, and workforce optimization. They can perform tasks in minutes that used to take HR professionals hours or even days to perform. Now, HR professionals have time to focus on higher-level and strategic tasks.
2) HR professionals will take on the role of a consultant in the areas of talent assessment, leadership development and change management.
Freed from a crushing amount of transactional work, HR professionals are able to spend more time monitoring and developing the talent they help bring into an organization. If job fit problems do arise, they can address them sooner. HR professionals also have more time to identify or develop leadership-training opportunities for a company’s workforce Leadership development is becoming more critical and employees with leadership skills need to move projects forward. By developing leaders internally, a company also saves the time and money it would take to bring someone in and train them. The HR professional as a consultant will also raise the training requirements for new HR professionals. They should be trained on how to identify potential leaders, give advice to senior management and assess employee performance.
3) The line between management and HR will blur.
Leadership development is an HR and management duty. Managers are responsible for their direct report’s promotions, which involves identifying employees who have management potential. However, HR professionals are responsible for following up with the employees they hire to ensure they are succeeding in their positions. Both the management and HR functions have different tasks but a similar goal: making sure that employees succeed in the right positions. This means that managers and HR professionals must work together to identify people who are promotable, and to identify people who are no longer a good fit for their job or the company. It is the manager’s role to alter the work or work load if necessary. If that does not work, they can benefit from the advice of HR professionals on next steps. The HR professional can inform a manager if there is another job available (re-deployment) for which an employee may be a good or better fit.
These trends are could change how companies have traditionally defined the HR job function. HR professionals are already embracing these changes and therefore able to be much more successful at hiring the right people and developing them to their full potential.
Do you anticipate any other major HR trends this year? Let us know in the comments section below.