5 Roles That Will Power 21st Century Human Resources Departments

corplearn

A 21st century company has to be employee-centric in order to stay relevant and push the boundaries of industry. After all, it’s great people that make a great company.

Talent has become the hottest commodity in the global marketplace, and individuals have more power to knowingly influence the culture of a company than ever before. This has resulted in a much need transformation of corporate human resources teams who are now forced to navigate new technologies, manage employee expectations, and ensure that the organization has a productive and happy workforce.

The human resources department of the 21st century will favour specialization over a generalized, one-size fits all approach to workforce management. The responsibilities that fall onto the plate of a Chief Human Resources Officer and his or her small “jack-of-all-trades” team will now be spread out across a functionally diverse stack of specialists.

So what kind of fully stacked team will your human resources department require?

Here are five roles that will make up a powerful human resources team for 21st century companies:

Manager of Employee Engagement

Companies are thankfully beginning to move away from the dry print-out review process that dictated how we measure and assess employee performance, happiness, and engagement. Organizations are also realizing that a two-way conversation between leadership and teams is far more engaging than a one-way dialogue.

Thanks to employee engagement software, leadership and teams can now have an ongoing, dynamic dialogue around workforce performance. Companies no longer have to just rely on 3, 6, or 12 month review sessions to assess the performance and happiness of the workforce.

Just like social media needs a community manager, your human resources team will require a dedicated Employee Engagement Manager who will be the link between employees and leadership. This person will be tasked with drawing up frequent surveys to gather feedback and assess the health and happiness of the workforce.

An Employee Engagement Manager will not only manage the technology required to communicate across the company, but will also craft the approach to internal engagement. He or she will be the bridge between the workforce and the other four roles below by devising unique ways for communicating workforce initiatives, as well as facilitating an interactive way for people across the organization to voice their opinions through frequent townhalls or internal meetups.

Click here to read the full post on Forbes.com