Agile HR: What Is It and Why Is It Urgently Necessary?
The Human Resources or HR department is one of the most important pillars of a business organization. These personnel make sure that the different teams or departments are working harmoniously and according to the high standards established by the company.
Likewise, HR keeps an eye out for opportunities to further fortify the company, such as tapping new talents, as well as identifying more suitable positions for current employees so that they can be in a better position to contribute to the company’s goals, and thus look forward to an encouraging future for their career.
To perform these crucial tasks, HR must be agile.
What is Agile HR?
An agile HR is alert and quick to act so situations in the workplace stay under control. It is aware of the different needs of the organization and comes up with solutions to accurately address them.
For example, big projects can often be overwhelming to tackle, especially with their stringent requirements. One of the jobs of the HR department is to determine how the massive task can be broken down into pieces so every aspect of the task is accomplished with quality.
The “breakdown” will include the identification of the right personalities to hire or the in-house talents to put in every team in charge of the sections and phases of the project.
Why is HR Agility a Must?
HR agility is imperative because a business organization is a fast-growing organism. It develops in leaps and bounds every single operational day.
Therefore, HR needs to constantly and quickly assess the changes in the culture, working style, attitudes, project requirements, and industry per se. By being agile, it can achieve foresight to respond appropriately to all the changes.
If it fails to accomplish this, the department runs the risk of discord transpiring between the employees and management. Not only that, it can actually incur losses for the company such as:
Loss of valuable talent.
HR loses talents in two ways.
According to renowned recruitment agencies, applicants that already have the makings of a strong force for the organization (such as high-ranking university graduates, or those with executive leadership training or years of experience in certain positions) may be lost if the HR is unable to present the company as the ideal employer for them.
Dissatisfaction can also cost the organization valuable workers. When they feel that they are not doing the kind of work that they’re supposed to do, or when they feel undervalued or overlooked, it won’t take much for such employees to jump ship and say yes to the competition’s offer.
New hires typically undergo a training program, which is funded by the company. The company pays a hefty amount of money for a trainer to develop the skills necessary for certain positions.
However, when new hires find that they are not a good fit with the organization, they are likely to keep their options open and will not hesitate to resign once a different offer comes their way, or when they find current openings in other companies.
In this situation, recruiting and training costs run high, but the company does not benefit from its investment.
Work output loss
The company’s productivity suffers when employees do not stay. Income and profits are delayed due to derailed operations.
HR Agility Boosts the Competitiveness of an Organization
An agile HR makes sure that the organization has all the goods to thrive in a fiercely competitive industry. In this age, it is not uncommon for organizations to entice strong performers from other companies. But with an agile HR, thwarting this unethical practice and locking in talent is easy.
Additionally, it can secure the reputation of the organization because it implements industry policies correctly. Furthermore, it makes sure that workers are satisfied with their work conditions, compensation, and all the opportunities made available to them by the company to grow as professionals.
Such HR practices create upright operations and a good reputation that makes the company an ideal choice for new talents to energize operations with their drive and creativity.
All in all, there is just no other way for HR to be maximally beneficial to the company other than to operate with agility. A high-performing HR is always an agile one.
A recruitment professional with over twenty years’ experience in the field and a record of entrepreneurial accomplishment, David is Managing Director and Head of HR at Mackenzie Jones.
In 2003, David set up Mackenzie Jones in the UK, growing the business across two offices in London and Birmingham. In 2005 David established Mackenzie Jones in Dubai to serve the Gulf region and neighboring countries. As the Group MD, David is responsible for the overall direction of the Mackenzie Jones Group including Mackenzie Jones, Mums At Work, MENA Solutions, Simply Digital and ThinkTech.
नोट (Note) –
सभी उम्मीदवारों से अनुरोध है कि वे उपयुक्त पद के लिए पात्रता संबधी निर्देशों का अवलोकन भली-भांति कर लें एवं किसी भी विज्ञापन पर आवेदन करने से पहले अपने समझ से काम लेवें। कृपया सटिक एवं अधिक जानकारी के लिए विभागीय नोटिफिकेशन या विज्ञापन देखें। किसी भी स्थिति में विभागीय विज्ञापन में दिये गये निर्देश ही सही माने जावेंगे।
‘‘विस्तृत विज्ञापन डाउनलोड करने के लिए उपर दिये गये बाहरी लिंक (External Link) पर क्लिक करें अथवा विभागीय वेबसाइट पर जायें।’’
निवेदन (Request) -
आप सभी से निवेदन है कि इस Job Link को अपने अधिक से अधिक दोस्तों एवं वाट्स एप गुप तथा अन्य सोशल नेटवर्क जो भी आप प्रयोग करते हों में शेयर करें और एक अच्छा रोजगार पाने में उनकी मदद करें।