The human resource is going through a major renovation. The digital emergence of workers has created such a massive shift in the way organizations usually manage their global workforce & the way the staffs get work done. As a result, the organizations have huge expectations of their HR leaders & professionals. They have huge demands of excelling at recruitment, training & a bunch of other skills. This transformational shift is one of the reasons why the HR is taking on some of the responsibilities such as marketing & PR to prospective employees, present staff & the customers obviously. There are several approaches & models of human resource management which are developed within the exact framework of strategic HRM.

There’s always a huge number of pressures on today’s organizations which includes increasing globalization, tougher competition, rapid technological change & organizational changes. This increases the real & perceived value of the role of HR. The role of an HR has been strongly evolving. The HR now is a strategic partner with the top leaders of the business team which means he or she have to contribute significantly to the business decisions. In terms of deliverables, the HR is responsible for following tasks-administrative efficiency, employee contribution, strategy execution & capacity for change. The human resources management plays an important role

• As a skilled strategic partner to align the HR & business strategy
• As the employee champion to listen & respond accordingly to the employees’ need
• As an administrative expert to enhance the organizational processes & streamline the basic HR services
• As an agent to manage change processes in order to speed up the effectiveness of the organization

All these indicates the fact that the human resources management can deliver the real value to an organization. In order to prepare for this dynamic & evolving role, one needs to focus on following skills:

• The human resources management must have a strong HR leadership who can develop a sharp & clear vision, inspire others to share the vision & finally help them towards achieving it. The prospective HR leader has to work both within the HR group & with the organizational leaders as well to revamp everybody’s expectations of what an HR can do. This will help in developing the credibility.
• The ideal HR candidate & human resources management must have acute future orientation. Because the HR can offer points to understand the changing environment, workforce factor which is likely to impact the overall business. The HR has to prepare to evaluate the influence that is likely to have on any organization’s people & systems.
• The successful human resources management should be responsive to the constant changing needs of the client organization. There’s a need for flexibility as businesses are always trying to get success in new locations with the help of new workforce certifications & customers.