New Roles for HR Managers
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Erexchange.com presents a nicely written article by John Sullivan on three new roles for HR managers.
While not earth-shattering, given many recent discussions about the changing face of HR, the article does an excellent job of describing the three new roles, and some of the responsibilities of each role.
The three new roles are:
- Manager of Workforce Planning
- Manager of Employment Branding
- Manager of Retention
Basic responsibilities for the workforce planning role include:
Projecting the organization’s supply and demand for talent on a moving one-, three-, or five-year basis (timing dependent upon industry);
Identifying gaps in projected supply and demand for talent and developing strategic and tactical plans to acquire the labor needed to meet objectives.
Basic responsibilities for the employment branding role include:
Developing and implementing an employment branding strategy that ensures key constituents continue to perceive the organization as an employer of choice, thereby simplifying talent retention, motivation, and attraction.
The major responsiblities for the Retention role include:
Overseeing the creation and deployment of tools and approaches on a case-by-case basis to ensure the retention of key employees.
It is clear from recent writing that these three roles represent major HR issues. They also get away from compliance-driven, policing operations of HR that so many have criticized. Not that that role isn’t important — it is just that there are other important HR roles to be had.
The significance of this article by John Sullivan is that it highlights the need for organizations to assign staff to these roles and to publicly state their responsibilities and goals.
Go here to read the article on three new roles for HR managers.
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Comments
Good points, George. It also appears that we are in agreement in the “policing” role. Perhaps our experiences in the legal area have proven to us just how important that role is. I believe that line managers often resent this role, because they feel it takes away some of their control. Nevertheless, this is a vital role in today’s litigation oriented business world.
Thank you, Michael, for contrasting these roles with compliance policing — and for agreeing with me that the policing is important!
I would add only that even these jobs with these roles can have a compliance aspect — or should work in tandem with jobs with more compliance-oriented HR roles.
For example, planning, branding, and retention can all play key roles in diversity efforts. These, in turn, can help avoid nondiverse workforces that create the appearance of discriminatory employment practices.