Today, we enjoy the scientific and data-driven HR Management and people management practices in large organizations. However, the advanced HR Management was introduced in 90s of the 20th century when the information technology was developed enough to support robust HR processes. Most organizations build the HR Organization around a robust HRIS solution. The modern HR Information System supports most HR Processes and eliminates the need for the double entry of HR data. Each advanced HR Organization utilizes the HR Model, which puts HR Business Partners in the center. The modern HR technology supports the efficient work of HR Specialists, but on the other hand it is also the issue of the advanced HR Management. It is based on technologies, and it forgets to take care of our personalities. Additionally, we find difficult to find an HRIS solution, which fits all the requirements. Diverse requirements will drive the future of Human Resources.

The advanced HR Management always starts with the HR Strategy, which is closely linked with the business strategy. Moreover, the HR Strategy should be an inseparable part of the overall business plan. The HR Strategy has to be owned by the top management of the company; the HR Director should lead the design and development of the strategy, but he should not be the owner of the strategy. However, designing a modern HR Strategy is a task we fail most at. It is a gap the future development of HR Management needs to close.

The advanced HR Management builds on following HR priorities, processes and procedures:

  • Diversity Management and Equal Opportunities;
  • Organizational Design;
  • Engagement of employees;
  • Change Management;
  • Flexible Working Time and Work/Life Balance;
  • Leadership Development and Career Planning;
  • Social Media;
  • HR Benchmarking and HR Data;
  • HR Process Management;
  • HR Information System.

The HR Business Partner stands in the center of the advanced HR Management (it cannot exist without this crucial role). The HR Business Partner acts as a single point of contact for internal and external customers. They do not have to deal with all specialists in Human Resources. The HR Business Partner receives the requirements and prepares a solution, which fits needs and is fully aligned with the HR and Business Strategies.

The HR Business Partner is a human face of sophisticated HR processes and procedures. The advanced HR Organization relies on the advanced HRIS solution and HR Business Partner has to translate the HR buzzwords into logical sentences and arguments.

Clear HR Roles and Responsibilities are a prerequisite for a successful modern HR Organization. The advanced HR Management sets boundaries to managers; they have no freedom they used to have. HR Business Partners are required to agree with managers the approach towards employees in the department. The roles and responsibilities make it clear to line managers how they should interact with Human Resources Department.

The strategic imperatives for the advanced HR Management are a diversity in the organization and the leadership development. Diversity is an imperative as most organizations employ a wide variety of employees with different cultural backgrounds. Diversity management helps to introduce policies and practices which enable smooth cooperation among employees and values all employees.

The leadership development is a strategic imperative for Human Resources. Leaders are the essential part of the success, and each organization has to prepare itself to grow. Most organizations fail because they do not have a proper succession plan in place. Young leaders can lead meaningful growth initiatives in the organization and can work cross-functionally. They can build a sustainable competitive advantage. Finally, they can take over the leadership role in the near or long term future. The advanced HR Organization runs succession plans and designs leadership development programs.

The scope of advanced HR Management enlarged significantly over the time (compare just with the personnel management) but it brings benefits to the organization. The company with a developed HR Organization is agile and ready for the challenges the business world brings every day.

HR below the line

Goals, Goals, Goals!

Setting the right goals and objectives is the true art of the leadership. Human Resources trains managers and leaders how to set the targets for departments and employees. It manages the process so that all targets are aligned with the vision of the organization and follow the same approved principles.

However, Human Resources forgets to set the objectives for Human Resources Department. Just as the inspiration, you can find Goals and Objectives examples for the HR Business Partner, Recruitment and Staffing, Compensation and Benefits, Training and Development, Succession Planning, Leadership Development, HR Social Media, Employee Retention and HRIS.

The goals and objectives should be taken as examples. They are not the real targets to be used as they are provided. They just inspire. They help building the modern Human Resources Management Function in the company. Do not follow them blindly.

About Creative HRM

Human Resources Management is an essential business function in organizations that gain the sustainable competitive advantage. The development of Human Resources Management Practices and Procedures is an important way to reach targets and growth. HRM always start with the introduction of basic HR Management Policies, and it develops into the Leadership Development, sophisticated Compensation and Benefits, Organization Design, Performance Management and Career and Succession Planning.

creative HRM is a personal informational project focused on the description of latest trends in Human Resources Management. HR is a quickly developing business function, and new HR trends or procedures occur often. However, the implementation of new trends is difficult, and we should learn from mistakes and successes of others. Connect and stay connected.

(c) 2012-16 creative HRM

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