Changes in the market are happening rapidly, and against this background the importance of HR strategies is increasing. To make comprehensive forecasts for the future, businesses need effective HRD.
The profession of a human resources specialist, like many others, is constantly evolving. The United States and Western Europe are leaders in the level of development of the HR sphere. Today, their gap from Eastern European countries is about 2 years. Nevertheless, the main global trends, albeit with some delay, are also manifested in the domestic market.
Just ten years ago, HR acted as classic “personnel departments.” Their main task was to provide administrative support to employees.
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Nowadays, such specialists are band database increasingly considered in the context of strategic management of company employees. Business puts forward completely different requirements to them, which often lie in the field of forecasting, risk management, forming engagement and analytics. HR specialists often adhere to project approaches to confirm their ideas. In addition to traditional administrative tasks, a modern HR specialist also solves a number of other important issues. HR deals with requests for social packages, employee training, leadership development, etc.
Given the functions assigned to HRD, it is quite natural that such a specialist is often the second person of the enterprise after the CEO. It can be called a mistaken idea that in the new concept less and less attention is paid directly to the personnel, and HRD begins to work more closely with the business.
At the same time, the HR director must have an understanding of the conditions of the company's development at a specific stage. For example:
Increased turbulence and an unclear environment lead to the formation of a need for diagnostics, analytical and other activities that can provide a striking effect, contributing to the successful development of the company.
Low turbulence and an understandable environment create a demand for the development of common tools and the implementation of organizational and reorganizational measures.
The specifics of the HR specialist's work are currently associated with large numbers of communications and meetings. This must be taken into account, without allowing full immersion in solving strategic tasks. Their implementation is impossible without a tea