Human Resources Management needs to work with top management in achieving organizational goals and success. HRM can guide the way and influence the way to do this. It must be part of the decision-making process, and not an afterthought. It needs to develop the company’s human capital. It must also show that is can measure, and should measure, these outcomes on a regular basis to ensure the organization is heading in the direction of its mission. A Human Resources Department working in an administrative function, rather than a strategic capacity, is more for processing paperwork and documents. An administrative HR department is going through the motions to get payroll forms signed and meeting legal obligations. It does not have the visionary skills or opportunities that a strategic HRM department would have.
What Skills Are Needed?
The main competencies that an HRM professional will need are technology, diversity, PR skills, reward and performance knowledge, and project management techniques. Additionally, they will need to have the tools to ensure output and results in a scorekeeping method. HRM must be able to measure desired outcomes to actual numbers. Lastly, the true strategic partner will ask the questions to make sure HRM is in line with organization and that its resources (the people performing the work) are being utilized in the best capacity available.
Technology
Technology is one of the single most important skills necessary. This is vital not just for basic operations of computers, email, etc., but to also understand and apply this to employee benefits, freeing up HR admin time and expenses, and also to understand how technology can actually impact employee job performance and may be incorporated into the work force, such as telecommuting options for certain positions. Additionally, HR professionals will need an understanding of technology to keep abreast on how this affects them from a legal perspective, such as internet use agreements and social networking sites.
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