discussion question response #2 (Must be able to complete in 8 hours)

HRM Today/HRM of the Future

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Sherah Israel posted Jun 13, 2020 9:17 PM

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In my experience, in the past HRM was more about gatekeeping of HR paperwork i.e. new hire paperwork employee files etc., but in the future, I believe HRM will be about utilizing metrics i.e. recruiting metrics, productivity metrics etc, to then focus on the people in an organization. The use of metric will allow for HR Professionals to be more strategic in the role they play in the business’ bottom line. The more strategic advantage HR has, the more likely the leadership will continue to buy in on having HR included in the decision making of the organization. As Ulrich mentions, the future is projected to have HR with immense value to an organization (Ulrich & Dulebohn, 2015). He also advises that the value HR will create is from being competitive to outside competition through benefits they offer their internal clients (Ulrich & Dulebohn, 2015). 

A real time example that advances Ulrich’s view of the future, is compensation and benefits that is a function of HR. As a candidate for a position, the first task they may complete is reviewing the expected compensation of the position through research online/ job review boards i.e. Glassdoor, Indeed. Based on those details, if an offer is rendered, they have the research to use to back up a counter offer. If the HR department has an adequate compensation strategy, it would already be aware of the external benefits being offered, so that the compensation offered to candidates is either at the market rate for the position or ahead of the market.

In contrast Lawler believes that HRM will continue to stay the same entity that focuses on record-keeping and HR administrative tasks (Lawler, 2017). He does not think HRM will evolve into a business partner based on information regarding how HR teams are prioritizing the role in the company. As long as HR is seen as the record-keepers and not partners, companies will not see the value the team could bring to the organization. In my experience as an HR Business Partner, it is so easy for front line leaders to try and put you in the role of record-keeper and admin but making sure they understand your role and your responsibilities, brings them back to their senses and the value HR upholds. To some extent, Lawler is correct in that HR has been the record-keepers/admins but as the functions grow, it can be challenging for leaders to buy in and understand the change to the functions of HR. 

 

References

 

Lawler, E. E. (2017). Reinventing talent management: Principles and practices for the new world of work. Retrieved from ProQuest,

Ebook Central in the Trident Online Library.

Ulrich, D. (2015). Are we there yet? What’s next for HR? Human Resource Management Review, 25(2), 188-204. Retrieved from

Science Direct in the Trident Online Library.