Evolution of Human Resources Analysis (Essay Sample)

Evolution of Human Resources Analysis Student’s Name Institution-Affiliated A human resource refers to individuals that operate and staff an organization. It is also used to refer to function of an organization that handles people and issues surrounding staffs such as recruiting and hiring employees, organizations culture and development, performance management, benefits and compensation, onboarding employees, training and advising the management on the impact of performance, planning and financial decisions on the organization’s employees. Evolving Future of Human Resource Practice The last few decades have witnessed the tremendous evolution of human resource practices and processes. There was a shift from using the term personnel to a human resource on the realization that functions changed from just paying people to a more complex form of managing the employees. More emphasis is on the importance of the employees in any organization as a valuable asset (Croswell, n.d). The past and the current human resource practices should be understood and differentiated so that organizations can get to know the direction the function is heading. By doing this, it will be possible to understand whether the human resource linkages is getting stronger and robust with the businesses. At the moment merit-based performance is the order of the day. Jobs and promotions are awarded based on good performance as opposed to years of experience. Hierarchy within the organizations is no longer a factor considered when promoting or rewarding an individual. The human resource will experience significant technologically driven changes in the future. Technology advances will influence the delivery of human resource messages and worker mobility. There will be a change of attitude regarding what makes a career great in the next few decades. The hiring of employees will be culture oriented as opposed to compliance (Chatrath, 2016). The market is changing very fast, and therefore the human resource team will be forced in most cases to evaluate their practices and find if what they practice still makes sense as per the trends of the market. Factors Influencing the Future of Human Resource Technological advances can disrupt human resource rapidly. Technology will initiate the integration of talent management into the fabric of the daily business. The technology used by the human resource will be a vital component of the organization especially big data, cloud computing, social media, and mobility. There is an increased demand by the employees to access their employees’ handbook, benefits information, and other human resource communication over the phones (Coombes, 2014). The number of employees who want to have flexible schedules and work remotely is also on the rise. Cloud-based technology allows employees to rump up productivity regardless of the place or time as long as it works for them. The technology used by human resource professionals will allow automation of non-value-add functions. The rise of the extended workforce; talent is stretching, and it will force businesses to pay attention to the outside workforce than those who will be within. It is because businesses will be made up of ever-shifting, outsourcing providers, business partners and global network contactors (Coombes, 2014). The human resource departments will shrink into a smaller department within the organization because of the technology which will enable the employees to feed in their data directly into the system. The technology will provide a self-service platform for the employees to increasingly take part in the human resource process hence the reason for outsourcing. Talent management, the global talent map has lost its borders meaning that the human resource management team should up their game in coming up with strategies that will ensure talent expertly matches the task across the world. Various companies are now using business analytics to improve results or performance of the employees (Coombes, 2014). It, therefore, means that the human resource will be required to have the necessary scientific tools in order to effect high performance among the employees. The ability of the human resource to navigate risks and privacy; with internet penetration, the information barrier is slowly fading away which makes the future world more complex (Coombes, 2014). The human resource team will be forced to come up with strategies for ensuring the customer's data, and that of the organization remains confidential. The above four issues are more critical to human resource practice. The factors can influence several changes in human resource practices. Technology provides the means of operation. Technically it is used in every operation of any organization for more efficiency. Moreover, considering the rapid technological advances with the sophisticated machines invented; the use of technology will replace most of the work performed by individuals in the human resource department. Privacy and confidentiality of information and data of customers and organization are at risk with the penetration of the new technology. Confidential information is vital to the success of any organization. The workforce is an integral part of the organization and therefore anything that is bound to affect them whether positive or negative will have to interfere with the operation of human resource hence the dynamics mentioned touching the workforce has the potential to shape the department. Human resource practices were introduced to cater to the needs of the employees. Therefore, new technologies, increasing globalization and changing employees expectation, shows that what tomorrow’s workforce will look like is seen today and the human resource department will have to act accordingly to fix some of the issues or challenges brought about by these factors. Thus, the factors mentioned above are more critical in shaping human resource practices compared to other related factors such as tapping skills anywhere, anytime. What Organizations, Human Resource Students, a...