Introduction
This is Industrial Revolution 4.0 mostly known for High-tech inventions and AI-based platform
The civilization became more prominent and the load of user efficiencies
Simply software and applications became the spine of IT infrastructure, in this corporate world things became more oligopolistic traffic to find out suitable manpower with distinct eligible skill sets to provide the requisite outputs for the specific domain which can be easily filtered out by an administration that is formally known as human resource.
The responsibility of an HR is not only filtering the exact manpower but also distributing the loads of a corporate sector to make things more flexible for maintaining work ethics, grievance management, and conventional industrial relations amongst the employee and the management which easily can feel the bridge gap of transmission.
Misconception & Actual responsibilities of an HR in IT Industry
For any organisation HR contributes a major part in it, as like Planting a tree without giving water or nurture it. There are myths about HR that they do not have any work, as like other profiles, they are only meant for Friday activities and Rangolis!! But exactly not like that They are very much responsible for the well -being of the company and employee’s mental health.
As like we are emerging with new technologies and upgradation HR also need to be upgrade with their skills and knowledge in the AI generated Generation, Nowadays We are more getting inclined towards technology people are mostly spending time in research and work by doing it so people forget about their mental health and more prone towards stress and anxiety specially in IT sector here HR plays a great role by understanding their problem, becoming more flexible, scheduling sessions, giving hybrid options to Free meals cards to make employee happy and motivated in the workplace, as we all spend our most time at the office. Positive workplace really matters when there is no toxicity and manipulation within the employees, so making a friendly environment at the workplace also a part of role of an HR.
HR is the strength and pillar of the company. They are not only managing people but also strategies for Company’s Brand image and Growth in the long run.
Roots of Human Resource Management
The first World War accelerated the change in development of personnel management.
Things became more critical and harder to utilize due to insufficient of manpower management.
to solve this undistinguished manpower crisis the first Human Resource concept arrived.
The concept of HR became more enlightened when manufacturing and IT industry suffering of lack manpower management such as – employee absenteeism, payroll structure, recruitment, dismissal & queries regarding employee bonus federation most of the conjunctive authority decided a responsive manpower to manage bulk duties accountable.
The second World War create more awareness about a civilized society which create welfare and personnel work on a full time- basis at all establishments producing war materials.
The labour management became the necessity of industrial revolution, during 1940 all engineering industries started implementing the same pattern of managing their manpower in an assemble manner to maintain hot stove rule.
Type of Human Resource Management
- Hr RECRUITER
- HR ADMININSTATOR
- HR EXECUTIVE
- HR GERNALIST
- HR ANALYST
Conclusion
In this modern era of IT industry, the importance of HR will be raising day by day as like growing Nation with technology upgradation. Human resource management enable organization to measure its assets, costs and performance of the employee and the teams, overall HR management helps to boost the company growth, strategy, and objectives
Simply an HR helps to maintain work ethics and upgrade the industrial relation, The strategies of Human Resource are both ideologically driven organizational tool of control and transactional based approach to feel the bridge gap of social relations by characterizing and grading people.
An ultimatum structural mindset that adapts, utilize manage, and even exploiting these cultural differences could well spell the difference between success and failure in several business module which create greater productivity and increases employee loyalty and commitment.
Authors
