The Emerging Role of HRM in Organizations

The Human Resource Management (HRM) profession and practices have undergone substantial change and redefinition over the years. It is interesting to note that many articles on HRM issues have been critical of the traditional HRM Function. Well, the observations were quite true, as many HRM practitioners have not yet adapted to the more strategic functions of HRM in an organization. They failed to ride in the new emerging role of HRM.

Unfortunately, in many organizations HRM services are not providing value but instead are simply going into the motion of attending trivial administrative tasks. Unfazed, HRM Departments can be replaced with new technology or outsourced to a vendor who can provide higher-quality services at a lower cost, which is by the way the emerging trend right now in doing business. Although this seem to be a pessimistic view on this trend, it simply demonstrate that HRM departments need to ensure that their functions are creating value for the company.

I agree that, technology should be used where appropriate to automate routine activities, and managers should concentrate on HRM activities that can add substantial value to the company. Consider employee benefits: technology is now available to automate the process by which employees can enroll in benefits programs and a keep detailed record of benefits is easily monitored via network or internet. The use of technology allows the HRM manager to focus on his role as an strategic partner of other managers and attend to activities that can create value for the firm.

Although the importance of some HRM department is being debated, everyone agrees on the the need to successfully manage human resources for a company to maximise its competitiveness. Three obvious developments seem to emerge in the HRM landscape:

1. Today's flatter and streamlined organizations, managers are now becoming involved and responsible for HRM in their own departments;
2. Some perceived the HRM Department as incompetent, lacks business sense and knowledge of the business operations;
3. And many believed that if the HRM department has to become effective, it should align itself to to strategic directions of the organization.

With this, it is imperative that the HRM department begin to saddle up and ride with the corporate directions of the organizations and become more involve in the firm's planning, control and operations -that is the emerging role and competence of HRM.