It is vital that the South African HR industry re-evaluates itself to avoid disruption and weakening of confidence from the public as many organisations are structuring themselves towards decentralisation to remain competitive in their industries, writes ANDILE MAKARING
Times are really changing in the modern work environment that has been the worldwide theme for organisations, executives and HR professionals who are responsible for recruiting and retaining talented staff who are geared to be the engine of any organisation. Traditionally HR function was to mainly serve as the structural systematising policing arm of management in ensuring great staff is identified and retained at all times.
The question arises of where did HR industry go wrong in South Africa? This being coupled with so many corporates scandals, high turnovers and various employees protesting for increase in pay e.g Eskom, SAA and Prasa. These days South African work professionals echo that many of the jobs they apply for require them to pay recruiters or have an inside person to vouch for them and that formal job applications are very rigged.
With strong conviction if HR staff in any organisation today is not restructuring itself to be parallel with forward thinking practices they are to be held accountable and questioned by executive management. To enhance organisational value and culture, HR departments need to contribute to the modern digital thinking and application of their roles being resilient and adaptive.
The good news is that HR professionals who embrace and understand these new roles and applications will be the strategic drivers for organisational change serving business goals and talent management. The days of just calling oneself an HR person are long gone, the view needs to be well rounded by thinking like a business person in becoming knowledgeable in finances, and technology and measuring HR work processes to make better informed decisions. Subsequently HR professionals will be forced to be immersed in knowing all the design of work systems which employees will contribute and succeed
4 New Roles HR Professionals Need To Implement:
Becoming HR strategists – adopting global mindsets by leveraging the golden opportunities that are incoming such as AI, virtual reality and HR technology
Becoming Change Agents – using leaner and simple methods for HR practices that drive change, innovation and improvement in developing people and shaping the vision of the company.
Becoming HR Engineers – Practical application of literally engineering the HR interview process by being tech savvy in recruiting and growing people.
Becoming Influencers – Having a personality that goes beyond being HR professional that is having the ability to connect and build a close connection with people to strengthen trust in sharing and discussing one’s needs and issues in their job role.
The new roles for HR professional are today not only influenced by internal factors but mainly macro factors ranging from legislation, technology and globalisation. It is vital that the South African HR industry re-evaluates itself to avoid disruption and weakening of confidence from the public as many organisations are structuring themselves towards decentralisation to remain competitive in their industries.
Makaring is a leading expert in the Technology and Media industry, he often assists companies and organisations in strategy, leadership consulting and facilitation. His highly disciplined insights have made him a sought after commentary for many media outlets such as Cliff Central, Power FM and Republic Mail. He was among the Top 20 finalists of One Day Leader 2017 under 25 by SABC Entrepreneurship Show.