The evolving role of a modern HR manager
IPM Sri Lanka is a brand that has gained much reputation over the
years in the field of education and professional arena of Sri Lanka.
Today IPM is the leader in matters concerning the whole gamut of human
resource management (HRM).
In fact HR has evolved to that of an essential and integral part of
the anatomy any professional wishes to gird oneself with.
The intense competition that drive today’s corporate world demands a
lot from its employees and this is where a competent and qualified human
resource management professional plays a vital role. Investing time and
effort into hiring employees that complement an organization’s style and
finding the correct balance between shared values and diversity of
viewpoints can be challenging. It requires a clear understanding of the
organization’s values.
It requires agreement on those values. And it requires that those
values are exemplified and used as benchmark at every stage of the
employment process- from recruitments and hiring, to training, to
promotion and termination decisions. It’s not an easy task, but all the
same, it is a very crucial role.
It is heartening to note that HR management has become a much sought
after academic path for students and it is our hope that the awareness
and knowledge gained would stand them in good stead in their
professional future.
The phrase ‘People Drive Business’ has now become a buzz word in the
corporate world. Yet ponder awhile let this phrase sink into each of us.
Isn’t it then simply true? To the uninitiated ‘People’ may mean the
nameless mass in a mega entity or even the few who make up the number in
your neighbourhood super market.
Untrained and unskilled workers with attitudes not in sync with the
required business environment would continue to underperform with its
associated low morale and productivity.
However people with the required skills, knowledge and of course
attitude geared by exposure to the myriad modules under the numerous
courses that human resource management offers, particularly under the
aegis of the undisputed Leader in HR the IPM Sri Lanka - would always be
able to make the ‘right fit’ in any organization.
Such informed people would be in great demand now and in the future.
It is a true fact that people oriented management is making vast
strides in the world of business. Innovative idea from people to guide
their businesses and carried out by energized people afresh would give a
whole new concept and indeed meaning to the phrase; ‘People Drive
Business’!
Today’s business leaders who are much concerned with their financial
resources rather than human capital would result in losing many business
opportunities. Those who preserve and develop their Human Resources
while going through many setbacks in other areas will have a greater
chance to regain lost opportunities faster and successfully than others.
To achieve the aforementioned ideals in professional education, the
IPM is the place as its dynamic and proactive. Our education and
training programmes in knowledge and skills empower and provide
effective leadership in managing people in business.
The Business School of the IPM Sri Lanka is indeed proud of its track
record as it has and will continue to produce leaders who can be able to
face any crisis or challenge squarely and effectively .
HR is often perceived as the “police”, procedure freak, compliance
and protocol driven. Perceived also as responsible for some
organizational bottlenecks, being reactive to every new situation that
will arise.
The new HR roles are work force planning, employer branding and
employee retention.
These roles will be responsible for developing system that identify
and manage how the organization is perceived by both internal and
external key talent constituencies to ensure that the organization
develops and maintains a dominant position in relevant labour markets as
the employer of choice.
(Note that the emphasis of this new role is not on employment
advertising but on understanding and managing perception among key
constituents).
Specific responsibilities for these roles include:
* Developing and implementing an employment branding strategy that
ensures key constituents continue to perceive the organization as an
employer of choice, thereby simplifying talent retention, motivation,
and attracted.
* Marshaling internal management practices and people programs to
ensure that the employment experience delivered is one capable of
sustaining projected talent needs.
* Overseeing the creation and integration of employment branding
messages in all public relations, media relations, marketing
communication, community relations, special events and recruitment
advertising campaigns.
* Identifying and developing storylines around company management
practices that can be repeated internally and externally through
employee referral campaigns, public speeches by executives and managers,
news stories, and select awards program applications.
* Periodically assessing employment brand internally and eternally to
ensure alignment between current strategy and labour market conditions.
* Establishing and maintaining the business case for organizational
change needed to develop the required employment brand. |