- Posted by Vidcruiter
- On November 19, 2012
- 0 Comments
- applicant hiring system, applicant recruiting system, applicant tracking 2.0, recruiting platform
Human resources have long been seen by organizations as a department made up of glorified clerks that do the nitty-gritty stuff of people concerns. If it is not operational, and not financial, it must fall into the lap of human resources. This has been the unfortunate past of human resources. Today, the tone of the HR function is different – for modern organizations to say the least. Humans are not just resources anymore but capital, with organizations heavily invested on them from day one. This should change the way companies look at HR functions. Hiring is not just getting qualified people. Efficient hiring is setting the future of the organization. Employee development does not end on “people” but expands to organizational development, changing, improving, and refining organizational fitness through empowering people and functions. Managing human resources strategically is termed as talent management, equipping each valued worker to make them mobile yet highly specialized to answer to the emerging needs of the company.
Strategic HR is proactive
Human resources management used to act on the past and the now. It was often a passive arm of the organization, waiting for things to happen, not making them. Today through the help of breakthrough tools (HR analytics, take for example) HR is at the very center of the action. Strategic HR is actively thinking about problems, incoming issues, and then formulating solutions before they become necessary. The organization and its human resources do not change when it has to. It changes on its own initiative thereby giving it time to turn “problems” into opportunities. Strategic human resources make this possible. It gets the organization in a first strike position, not in a retaliatory stance.
Strategic HR provides for clear human capital direction
When you have “capital” in your hands you do not squander it or leave it to rest and not earn money when it can and when it should. Human capital should be treated the same way. Strategic HR goes above and beyond sourcing for applicants. It goes beyond training and development. It is above compensation and benefits. It goes beyond retention and inculcating culture. It is above normal HR facets. Instead, strategic HR focuses on human capital utilization. It aligns organizational goals to hiring processes and talent management as a whole. It observes and analyzes employment trends and develops training programs before they are needed. It also finds ways to improve compensation packages to position the organization above other employers (attracting more talent), and lastly finds ways to instill loyalty and to the organization through continuous engagement. Strategic HR thinking projects direction, merging organizational needs as its own, and aligns its efforts to the growth aspirations of the organization.
Strategic HR thinking helps organizations build up its business through solid business plans that is carried out by an intentional human capitalization effort. It does not sit by the side waiting for instruction. It is at the frontline, planning, forecasting, analyzing the business environment and providing HR directions like the organization depends on it. This made it to the list of HR best practices today.
To learn more about how you can improve your hiring with a leading HR recruiting software go to www.vidcruiter.com.
And don’t forget to enter your email address at the top right of this blog to receive our latest posts!