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HR is not what we do – it’s what runs our business

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HR is not what we do – it’s what runs our business

HR is not what we do – it’s what runs our business

“Human Resources isn’t a thing we do. It’s the thing that runs our business.” — Steve Wynn

The HR industry has gone through tectonic shifts in the past decade and with the emergence of AI and new technologies, HR is going through a whole new makeover.

At Manalot, we believe that methodologies may change, monikers may change, organizations may change their hierarchy, but an organization needs to stand strong to a basic mission to find the ideal candidates and empower their employees to reinforce their company vision; ensuring business functionality and growth.

One Department – Multiple Functions

A good HR department is like the heart of the organization. It monitors multiple functions and makes sure that the entire organization runs effectively without a hitch.

An HR leader today, does not just do recruiting, onboarding, interviews, employee policies, culture building etc. Rather an HR expert is a talent scout/matcher, a leadership coach, an expert in lateral growth, a master at task optimization, a talent developer, a brand builder and an analytics modeler and decision-maker amongst other things.

HR is the strongest link between the board and the employee, hence successful CEOs recognize that without input from HR, they can’t predict the skills, knowledge and experience required to achieve strategic goals. A positive relationship between HR and the board is indicative of the overall health of the organization.

New roles of HR

Within this environment, the HR professional, who is considered necessary by managers and executives, is a strategic partner, an employee sponsor or advocate and a change mentor.

These roles were recommended and discussed in Human Resource Champions, by Dr. Dave Ulrich, one of the best thinkers and writers in the HR field today, and a professor at the University of Michigan.

The HR professionals who understand these roles are leading their organizations in areas such as organization development, strategic utilization of employees to serve business goals, and talent management and development.

Strategic Partner

HR professionals needs to position themselves as strategic partners. They are equal contributors to the development of and the accomplishment of the organization-wide business plan and objectives.

But it’s not enough to ask for a seat at the executive table; HR professionals will have to prove that they are business savvy enough to contribute there.READ  Rs 1 Crore Loan In 59 Minutes Via This Portal – PM Modi’s Diwali Bonanza For SMEs!

In this regard, at Manalot, we are often called in to align HR business objectives to the attainment of the overall strategic business plan and objectives.

This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.

As successful business partners, we think like business people, are knowledgeable about finance and measurement of all HR programs and processes.

Employee Advocate

As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.

In this role, at Manalot, we provide overall talent management strategies, employee development opportunities, employee assistance programs, gain sharing and profit-sharing strategies and foster effective methods of goal setting. Our goal is to help establish the organizational culture and climate in which people have the competency, concern, and commitment to serve customers well.

Change Champion

The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued. Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change.

As an external HR arm, Manalot contributes to the organization by constantly assessing the effectiveness of the HR function. We also advocate change in other departments and in work practices.

We help to create the right organizational culture, monitor employee satisfaction, and measure the results of organization initiatives.

Interestingly, The Society for Human Resource Management predicts that by 2025, HR will be further broken into five separate roles.

They include: Virtual culture architect, Organizational engineer, Global talent scout, convener, and coach, Data, talent, and technology integrator and Social policy and community activist.

Thus, HR is no longer just a part of your business, but slowly it’s the most effective function that runs your business.