Human Resources Management
From payroll clerks to strategic business partners, HR’s evolution mirrors the changing world of work. This article traces HR’s five transformative phases—culminating in the CHRO era—where digital tools, DEI, and employee well-being define the future of people leadership.
HR has changed different phases during the journey in their career
It can be defined as:
Phase I
Personnel management as the function was only preparing the salaries of the employees and handing over the payments by cash on a weekly/fortnight or monthly basis for the work done.
Phase 2
Personnel Management became HR Management, or HR Managers started looking at employees beyond the payroll and administration and called it human resources and started supporting the employees by resolving their issues.
Phase 3
The HR Manager jobs started with the need to rethink, or requirement came to the extent of developing and supporting the Human resources and utilizing their capabilities to the optimum extent. Hence HR Managers become HRD (Human Resource Development).
Phase 4
The HRD Managers work towards the development of requirements of HR in the organizations where the training and development programs have become more popular. And all started more with educating the employees and building their competencies as per the requirement of the jobs and the company, not only on technical skills but also behavioral traits.
Phase 5
The Human Resources Development managers started actively participating in the business. Hence, they become HR- Business Partners by understanding…
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