Traditionally HR Managers have played many roles in an organization and the job itself has evolved significantly in the past few decades. HR Managers are no longer those who perform tactical employee-related responsibilities. They are not support-function. They have grown into roles of business partners and change leaders.

A Human resource management certification will enable you to understand this transformed role better.  Here are some broad insights on how the work they do, has become different in growing organizations.

 

  1. Employee Champions – HR Managers are not there to tick off tasks like tracking employee attendance, rolling out offer letters and collating performance ratings. The role has become more of an employee champion, who is able to connect with the employee’s needs and also map it to the organization’s ability to provide for those.
  2. Change Leaders – The HR Managers in a growing organization are constantly trying to manage the people impact of the rapid changes that take place internally. When a firm is growing at a certain pace, it experiences a lot of changes. Those changes, at times, need someone to drive them, so that the organization can pass through the challenging situations with ease. So HR Managers are the leaders to take the onus of cushioning the effect of that change and making the transition smooth.
  3. Knowledge Drivers – A growing organization has a set of employees that might need to be reskilled and upskilled rapidly and many times. So HR holds the responsibility of making sure that the right kind and level of knowledge flows across. HR Managers have the job of checking on current capability levels and then working on closing the gaps that exist.
  4. Culture Sustainers – Yet another thing that is changing when an organization grows is the culture. Some policies might need to be revisited. Those, in turn, will impact people. That could lead to changes in their motivation levels because work needs to be done differently. For example, performance management might be changing as a process when the organization becomes bigger. It could, therefore, lead to another kind of culture. Sustaining that, so that the business results are met, is the role of HR.

 

As we can see, HR plays many roles and has many responsibilities. But the most important ones are those that are shared above. This is because, these are not applicable only in the present context, but also for the next decade or more.

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