The Evolution of the modern HR Manager
HR now play a pivotal role in creating workplace cultures that promote employee well-being and inclusivity. HR professionals now have a seat at the strategic decision-making table. This elevates the career trajectory for those in leadership roles, offering opportunities to shape organisational strategy and direction.
But it hasn’t always been this way…
Before the term "Human Resources" became widely adopted, the field was often referred to as "Personnel" or "Personnel Management." This term was commonly used from the early to the mid-20th century. It often conveys a more administrative and transactional approach to managing employees, focusing on tasks such as hiring, payroll, and compliance.
The shift from the term "Personnel" to "Human Resources" around the 1950s marked a significant evolution in how organisations approached workforce management. This transition was indicative of a broader recognition, occurring in the mid-20th century, of the strategic significance of the workforce. It reflected a departure from perceiving employees as mere resources to be managed and embraced a perspective that appreciates the unique contributions and potential of individuals within the organization. By the end of the 20th century, the term "Human Resources" had seamlessly woven into the fabric of organisational management language.
From the mid-20th Century, Learning and Development gained prominence with the recognition that employee skills and knowledge are critical assets. By the 1990’s L&D departments (known then as Training Departments) were established to design and implement training programs, fostering continuous employee development.
Post Pandemic trends
Post pandemic, there has been a trend in the Human Resources field to use the term "people" more frequently than "human." This shift is driven by a desire to emphasise a more people-centric and inclusive approach to HR practices. Using "people" instead of "human" reflects an acknowledgment of the individuals involved and underscores the importance of treating employees as unique individuals with their own needs, aspirations, and contributions. We have certainly seen a rise in jobs titled People Experience Manager and People Partner.
Specialised roles in employee experience and engagement have emerged, providing career growth opportunities. Professionals who understand and facilitate agility in the workforce contribute to organisational resilience. Many organisations now recruit hybrid or fully remote workers meaning that companies need to understand how to hire and then manage people effectively under this new regime.
The terminology changes we have seen over the years aligns with a broader movement within HR to focus on creating a positive employee experience, fostering a more inclusive workplace culture, and emphasising the value of individuals within the organisation.
It is a linguistic shift that reflects evolving perspectives on the role of HR in supporting and engaging the workforce. HR and L&D functions have become integral to organisational success, working collaboratively to attract, retain, and develop talent.
Modern Challenges and Trends
In the age of Digital Transformation, HR is undergoing a significant change, embracing technology for recruitment, performance management, and online learning. There's a notable shift towards prioritising the overall Employee Experience, covering well-being, diversity, and inclusion.
HR and L&D are also adapting to the ever-changing nature of work, supporting the development of agile and adaptable teams. Recognising the crucial role of their workforce, organisations are placing HR Directors at the forefront, making them integral members of Boards of Directors. This signals a shift where Strategic HR Leadership is not just recognised but acknowledged as a key driver behind organisational success.
How does this affect the HR profession in 2024?
In summary, the evolution of HR from a transactional "Personnel" focus to a strategic force has opened exciting career avenues for 2024 and beyond. The shift towards "People" post-pandemic reflects a more inclusive approach, emphasising individual needs. The dynamic landscape, driven by digital transformation, showcases HR's adaptability and focus on the holistic Employee experience.
Notably, the inclusion of HR professionals in strategic decision-making and the emergence of specialised roles signal a positive shift. This evolution offers diverse career options, affirming the profession's strategic significance. As HR Directors take centre stage in Boards of Directors, the field becomes a key driver of organisational success. The ongoing collaboration between HR and L&D ensures the profession thrives in an ever-evolving professional landscape.
If you're eager to explore exciting opportunities in HR, L&D, or talent acquisition, reach out to us by emailing lyndsey.fitheridge@foxgroves.co.uk