The HR Department we know, and love today is not the same as it used to be. The department was known to be an administrative wing. But today, it addresses many topics like the company’s management & employees’ grievances. The traditional HR department was not the powerhouse of the organization, but the contemporary HR Management has evolved to be the body that regulates the work environment and essential functionalities of the company.
Traditional Vs. Contemporary HR Management
The differences between conventional and contemporary human resource management systems are many. Undeniably, the differences have just made things better. The work environment has been way smoother for the employees, and the workforce has been way more productive for the company, all thanks to the new era of HR Management. Let us discuss a few observable differences between conventional HR management and the new age HR management.
1. The Central Focus:
The central focus of the HR Department has changed over the years. The traditional HR wing primarily focused on hiring resources, communicating expectations and employee orientation. On the contrary, today’s HR department focuses on more essential areas like acquisition, development, training, talent acquisition and retention etc.
2. The Approach:
Just think of HR approaches a few years back; you will be reminded of routine and practices. Today’s HR Management is more about strategies, from goal setting to analysis of the work environment. HR Managers play a crucial role in shaping the company’s future and taking the organization in the right direction.
3. Employee Management:
Another remarkable change is that the HR department is no more limited to creating company policies and policing employees. They invest their efforts aiming at a bigger picture where the employees’ grievances are paramount of importance. They ensure the best interest of each employee working in the organization.
4. The Hiring Process:
Selective hiring is one of the most observable changes the HR landscape has ever witnessed. It is the people of the company that we place our bets on. You cannot just hire anyone just for the sake of hiring. Valuable hiring is all about finding the right fit for job roles. The modern hiring process includes character analysis of the candidates rather than just focussing on the work experience (which is also an important factor to consider)!
5. Fair Appraisal Process:
The one-way hierarchical appraisal system fails as it has proven to have loopholes. However, the new age HR department believes in a fair appraisal policy that includes 360-degree appraisal.
6. Training Employees:
Training employees and adding to their knowledge helps an organization grow exponentially. Developing relevant skills in individuals adds to the organization’s overall development. It ensures that your workforce is among the frontrunners!
7. Ensuring A Satisfactory Exit Experience:
A smooth and satisfactory exit experience highlights the sportsmanship spirit of the organization. Exit experience used to be terrible for employees back in the old days. But today’s updated HR handbook guide will always suggest making the exit process easier. An organization becomes way more powerful when the ex-employees become its brand ambassadors.
The Bottom Line:
The change in the HR landscape appears much better, more comfortable, and happy as a change! The need of the hour for a better work environment and productivity. The combination of these good practices in an organization ensures the best advantage.
Employees’ synergy and team spirits can take organizations to heights and beyond!
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