Why has the need for human resource management in an organization?
HR has traditionally been associated with Time/Office, Payroll and Administration, apart from Recruitment. But, except for Recruitment, there is nothing remotely HR-like about Time/Office, Payroll or Administration. So, you need to be clear about what kind of HR is likely to survive or decline in an Organization. With automation hitting these processes, traditional HR has already hit an advanced state of decline. Interestingly, HR Professionals themselves lack a good understanding of how their function can add value. The case of HR Professionals advocating Automation, for instance, is another instance of misplaced priorities and limited knowledge of how HR can add value. For instance, it is assumed that Automation of HR Operations like Recruitment, Induction, Learning & Development, Performance Management, Compensation & Benefits, Succession Planning, Employee Engagement and Exit Management (visualize the entire Employee Life Cycle here) will help free HR time and help them to focus on strategic jobs. Now, it is a known fact, that HR rarely spends enough time with line people. You can survey line people in any organization and discover for yourself whether this is true or not. With increasing automation, HR has discovered ingenious ways to add another barrier between itself and line: technology. I dont deny the fact that time-consuming and inefficient processes need to be automated - but whats the point of removing all human interface with line. As it is line people and the business were always suspicious of HRs value. By throwing in tools in the name of operational efficiency, HR has unwittingly participated in showing itself the door.