In the current dynamic business environment, there is a need for human resource managers to change their approach from being administrative workers to strategic contributors to an organization. By playing operational and administrative roles, human resource managers are merely facilitating the paperwork involved for tasks such as hiring new employees and handling workers' compensation insurance. On the other hand, becoming strategic contributors will demand a change in approach in human resource management to a point where there will planning for the operation that will strategically contribute to the success of the organization. Different reasons justify the need for human resource management to change to strategic contributors to the organizations.
When HR becomes strategic contributors, they are likely to plan for the hiring process in a manner that makes them hire the best employees. Hiring will not be based on paperwork, but it will be system-based hiring that involves targeting a high potential workforce that is competitive and create a competitive advantage to the organization ( Collings, Wood & Szamosi, 2018). It will also be critical for human resource managers to be strategic contributors, as this is the only way to create a good succession plan. Unlike the administrative HR that sometimes face succession dilemma, strategic HR will have a strategic plan that will lead to a smooth transition by spotting potential successors at an early stage, train them and ensure that they have enough experience to sail them through when the right time comes ( Martin, Farndale, Paauwe& Stiles, 2016). Furthermore, changing to strategic contributors is also likely to lead the HR into thinking about issues of labor cost. Unlike the administrative HR that only give out salaries based on arbitrary matrices such as the number of years in the organization, strategic HR will look more into motivation strategies to ensure that employee performs to the maximum. Such will reduce such problems as legal compliance in the organization. Therefore, the human resource manager needs to change from being passive administrators and operators to active strategic contributors. In this manner, they will be in a position to plan issues that matters to the organization's progress.
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References
Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.
Martin, G., Farndale, E., Paauwe, J., & Stiles, P. G. (2016). Corporate governance and strategic human resource management: Four archetypes and proposals for a new approach to corporate sustainability. European Management Journal , 34 (1), 22-35.
