Current Literature Theory On Hrm Suggests That Expectations About Hr
The article discusses the role of human resource management (HRM) in organizations facing current and future crises. It introduces three specific HRM roles - hybrid strategist, capability adapter, and identification generator - as essential for organizations. The study also aims to explore the relationship between HRM strategies, job performance, and job-related attitudes in the context of the COVID-19 pandemic. It also highlights the importance of understanding the changing landscape of HRM, particularly in the digital economy. The article concludes by emphasizing the need for HRM to adapt and transform in order to meet the challenges and opportunities of the 21st century, and how the role of HRM in the public sector is evolving.
Current literature on HRM indeed suggests that expectations about HR roles are evolving. Despite the transition of many HR responsibilities to virtual environments or line managers, organizations still need HR professionals for several reasons:
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Strategic People Management: HR professionals play a crucial role in aligning the organization's people strategy with its overall business strategy. This includes talent acquisition, retention, and development, as well as fostering a positive and productive work culture.
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Compliance and Risk Management: HR professionals ensure that organizations adhere to labor laws, regulations, and best practices, minimizing legal risks and potential liabilities.
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Employee Advocacy: HR professionals serve as advocates for employees, addressing their concerns, providing support, and fostering a positive work environment, which can impact employee engagement and morale.
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Change Management: With the constant evolution of work dynamics and the emergence of new technologies, HR professionals help manage organizational change, ensuring that employees are equipped to adapt and thrive in new work environments.
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Organizational Development: They play a key role in performance management, training and development, and succession planning, which are essential for sustained organizational growth.
In summary, while the nature of HR responsibilities may evolve, the expertise and specialized knowledge that HR professionals bring to an organization remain vital for its overall success and sustainability.
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