Page 133 - IMDR JOURNAL 2023-24

IMDR’s Journal of Management Development & Research 2023-24

• From transactional to data-driven: HR is using technology and data analytics more and more to help
them make strategic decisions regarding workforce planning, talent management, and other HR-related

tasks. This entails implementing digital HR platforms and tools and leveraging data to spot patterns,
forecast results, and customise the work environment for employees.

Principal Responsibilities:

• Talent hunt and acquisition and management: Attracting and keeping top personnel in a cutthroat

market by using creative hiring techniques, successful onboarding initiatives, and ongoing learning

opportunities.
• Diversity and inclusion: Fostering equitable opportunities, eliminating unconscious prejudice, and

fostering a courteous work environment for all staff members in order to develop a diverse and

inclusive workforce.
• Employee engagement and well-being: Encouraging work-life balance, well-being, and recognition

among staff members in order to give them a feeling of purpose and belonging.
• Organizational development and change management: Supporting organisational transformation

through fostering employee resilience, successfully leading change projects, and coordinating personal
aspirations with company goals.

• Strategic workforce planning: predicting future labour requirements and creating proactive plans to

guarantee the company has the people and expertise necessary to handle issues down the road.

1. Importance of Human Resources Management in the Changed Business Scenario

Human Resources Management (HRM) has become more important than ever in today's dynamic

environment. Let us examine its significance in this revised situation:

Shifting Priorities:

• From Compliance to Strategic Partner: HR now involves more than just following rules; it now

involves strategically matching employees with organisational objectives. They have a direct impact
on organisational success through aiding in the recruitment, retention, skill development, and

cultivation of a healthy work environment.
• Employee Experience over Transactions: Administrative work has become less of a priority in

favour of offering a satisfying work environment. HR promotes motivation and engagement by

facilitating flexible work schedules, well-being programmes, and career growth.
• Navigating Change: HR supports organisations in navigating ongoing change, from globalisation to

remote employment and technology breakthroughs. For a smooth transition, they develop flexible
policies, reskilling initiatives, and communication plans. In summary, the new situation necessitates a