The role of human resources is changing, I believe. I am not referring to the transformational versus transactional conversation, also known as the tactical or strategic discussion.

I am curious if the human resource function is shifting from a people department into a process function.

Since the beginning, HR has been The People Department. Some companies even call it the “people department”. Many people who work in human resources believe they like people because they are there.

After listening to Dan Pink speak, I was curious if HR should be process-oriented. To create processes that empower employees to be autonomous. People and processes are indeed interrelated. The focus should be on the process.

This is a challenge for human resource professionals as they must ensure that process doesn’t become policy and procedure. Human resources are well-known for their procedure-creating skills. Note the slight sarcasm in the last sentence.

The positive side of the process is to be encouraged. It is like creating a roadmap to get from Point A and Point B. To be useful, processes must be designed to empower and not limit them. Here are some things to keep in mind when designing a process.

The goal should be determined. It’s important to determine the goal before you start working.

Ask for feedback from all stakeholders. Participate in discussion with the people most likely to benefit.

It is important to evaluate and change the process regularly. The process is always changing. It should not be fixed in stone.

Human resources can add value by being facilitators in process discussions. They don’t have to be the designer or creator of a policy or procedure. HR assists the company in creating processes that will ultimately move the organization forward.

By Vicki

‘HR Shopper’ has a 10 years of experience in management and HR in top 2 global MNC’s. Understanding the employee needs as well as organization productivity she adopts the techniques that create perfect balance satisfying the needs of both.

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