Diversity, equity, and inclusion are critical components in creating a successful work environment. Unfortunately, many…
The workforce continues to adapt, evolve and grow in tandem with the ever-changing environment that we live in. More so now than ever before, organizations are changing their ways to stay ahead of the ever-present changes. Just like company policies and procedures, HR is also evolving.
Years ago, HR had very singular objectives. One of the main objectives for Human resource teams is recruitment to fill positions followed by administrative management. Today, it is very different. Today HR recruits for diversity (and not just to fill jobs). Their circle of responsibility has expanded from not just the administrative side of things but also cultivating and developing the work culture.
Over the last few years, we’ve seen drastic changes in the way we work and our understanding of the kind of skill set required to get the job done. The onset of Covid-19 forced organizations to recon with the fact that they need to do what it takes to help their employees and inherently keep their employees happy in order to ensure retention levels, productivity, and ROI. As employee needs and psyche evolved and diversified, so did HR.
Both employees and employers realized that there is a way to work without being present in the office all day, every day, and the importance of work-life balance to ensure company productivity. Organizations are now taking steps to expand and diversify their HR teams in order to achieve goals that were previously ignored pre-pandemic.
The HR department can be split into three parts:
This forms probably the largest section of the HR machine. It keeps the machine functioning smoothly. They make sure the employee experience is good and efficient. It is the day-to-day operational activities that most of today’s HR generalists have experience in. This area is also evolving to focus more on operations automation such as the use of employee communication platforms in an attempt to streamline processes even further.
This is probably by far the most practical and obvious part of the HR split. Individuals focused on HR architecture take a step back to have a look at the organization in its entirety, hone in on problematic areas, and develop strategies to combat those specific problems and help to deal with specific issues. Thereby inevitably helping the organization achieve larger objectives.
The last and final section of the HR split is also the most revolutionary. The primary goal for People Success is the success and advancement of each and every one of the employees in your organization. The only way companies can ensure top-quality products and services is by making sure they put their employees first. Because without employees, there is no organization. People Sucess engages with each individual to help them be better, work efficiently, climb up the ladder, remain both mentally and physically healthy, be an advocate for them in the company, and most importantly be more empathic towards them. People success is all about engaging employees daily to contribute to overall organizational success.
Employee apps have quickly become the standard for employee engagement or to execute, monitor, and track any of the processes within any of the three areas of the HR split. Whether it be large organizations or small startups. Companies are growingly investing in employee apps to help them stay current and approach employees of today with the technology of today.