HR departments are accountable for the across-the-board development of the organisation by developing a culture that is conducive to today's work environment.

FREMONT, CA: The operation within an organisation that is focused on recruitment, management, and delivering a direction to the people of the organisation is termed Human Resource Management (HRM). In other words, all the functions and programmes that are centred on and around individuals are part of the HR umbrella.

A lot of HR departments are accountable for the across-the-board development of the organisation by developing a culture that is conducive to today’s work environment. The HR department must perform supplementary responsibilities which ensure that the organisation contributes towards the growth of competent teams and encourages workers’ empowerment.

Additional activities supported by the HR management include community and employee outreach. They act as invariant mentors and members of the team of workers that manage employee engagement exercises, events concerning employees’ families, and philanthropic activities. So, how has the HR role evolved?

The various functions of HRM are executed by line managers charged with the contribution, engagement, and productivity of the workforce who report to them. In a well-integrated talent management system, the line managers execute a crucial role wherein they take ownership of the entire process of hiring. They are also accountable for constantly developing and retaining workers with superior grades.

Organisations also conduct various HRM tasks and functions by outsourcing multiple components of these functions to external vendors. The frequently outsourced duties include those tasks that are time-consuming HR activities that provide the most strategic value to the organization. Outsourcing very often contains payroll operations principally. Apart from this, external consultants can assist HRM in other activities such as background checking, sexual harassment training, benefits administrations, etc.

Changing Focus Of HRM

Conventionally, the HRM role deals with or delivers leadership and guidance to deal with all organizational employee-centric problems. It dealt with onboarding, hiring, compensation, development, performance management, and more. It also strategically manages individuals and the workplace environment and culture.

Trends transforming the HRM function enable the employees to productively contribute towards the overall focus of the company and the accomplishment of the organization’s goals. With the changing times, the focus of HRM is also adjusting. HRM is gradually moving away from the definitive administration, personnel, and transactional functions as these are either outsourced or automated with exception-based business practices. The process is now expected to perform value-added duties by strategically utilising employees and ensuring that the different employee programmes are recommended and executed positively, which affects the business in measurable forms.