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What type of HR is required in a transformational era?

Updated: May 17, 2021

What is the first thing that comes to your mind when you hear the word HR?

Recruitment and payroll? Personnel evaluator? Employee's last resort to complain?

In other countries, it is often referred to as "Hiring / Firing" (I know, it sounds terrible).

The job of HR is actually very diverse, so it's hard to say one is this and one is that. In some companies, there still seems to be a tendency to go to HR if you are not sure what to do, and if you are not good at it, you may be turned into a jack-of-all-trades.

However, although it is not well known, HR is actually changing with the times.

As mentioned earlier, HR is a support department with back-office functions such as payroll, attendance, HR record management, hiring, Performance evaluation, etc. However, these functions are now being managed centrally due to the digital revolution.

For example, it is becoming common to use cloud solutions for self-service of attendance and HR record management, and shared services that consolidate back-office functions such as recruitment and compensation / benefit in one place and respond to requests. In short, the support functions that have been the core of HR up to now are being automated.

Do you know what is needed to replace it?

It's the HR Business Partner.

They are also part of HR, but they are more strategic in their approach and provide comprehensive support for the business needs of each department from an HR perspective, sometimes acting as advisors and coaches as partners in achieving goals.

They also act as strategists, addressing the business needs of each department from an HR perspective in line with the company's overall business strategy.

For example, recruitment.

If you are hiring to fill a vacant position, all you have to do is ask one of the many recruiting agents and they will find you. However, what a strategic HR Business Partner does is to set up the profiling of the talent you want in line with your business goals, create benefits to attract more candidates, create the candidate experience from the time of hire to the time they join the company, and create measures to stabilize the retention rate after hire. In addition, we will develop a succession plan to ensure that the business will run without panic even if someone quits, and we will continue to operate with a plan for the future. HR Business Partner supports you to create a strategic plan not only for hiring but also for everything related to human resources to enable your business vision for the future.

As you can see, HR business is shifting from the traditional support-oriented operational business to a more strategic partner role.

This is because HR needs to be more focused and aligned with the business in order to keep up with the constant changes in the people and organization side of the business and achieve its goals. Many business leaders have already recognized the importance of this and have strategically placed an HR Business Partner in each department of their organization to strengthen their people and organization.

What do you think? HR is becoming more and more a part of the core of business.



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