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HRMA 2009 - Should HR be more strategic partner in making key business decisions?
FROM "PERSONNEL" TO " HUMAN RESOURCES"
Because of adjustments to new demands, experts on human resources have become a specialist and generalist with a good understanding of overall business
In early 20th century, a great emphasis was applied to technology and its usage, while the needs of the employees were in the second plan. However, in the 21st century, it became clear that the productivity and competitiveness, as well as globalization and changes cannot be successfully realized without a clear and comprehensive knowledge of human resources. Therefore, nowdays much more attention is paid to an individual who is seen as an important source of new values. Full contribution to business
Human resource management function has gradually developed to an important element of overall operations management of the company and has adapted to new requirements. While once from the "personnel department" it was expected "to execute" the default process, department of human resources today is expected to participate in making key business decisions, to contribute to management changes and the achievement of clear business goals; the same goals to which departments of marketing, finance, production or sales also must contribute. Therefore, experts in human resources today are specialists and generalists with a good understanding of the entire business. Concern for the organization and individuals
Managing the company also means managing people to whom they must be able to present the business goals and tactics, enable them to gain the necessary knowledge and skills, as well as encourage each individual to achieve strategic business goals through their own contribution. Modernly defined processes of human resource management to large extent depend on the willingness of management for their implementation. Persons who run the operating processes must possess the necessary theoretical and practical knowledge, but also share the same standards in people management. In this way, human resource management becomes a strategic management - with clear goals, responsibilities and performance measures. For the challenges that are currently being placed in front of a market oriented organization, especially on the part of the HRM, intension itself is not sufficient. How to simultaneously achieve business excellence in the area of their profession and in the area of human resources management? Some answers to these questions will offer speakers at Human Resource Management Arena 2009 conference, which will be held on October 20th – 21st in Zagreb. THIS YEAR'S CONFERENCE TOPICS:
- HR and leadership: Survival of changes or managing the changes?
- Attracting and retaining staff: Branding on the labor market
- Organizational Development: Talent Management
- Remuneration as motivation and savings: tax implications of reward system More information
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