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Hope every one are doing well with their professional responsibilities. I just wanted to know that, there is a rapid changes have come in HR related functions.
First it is IR then HR, Human resources management now the scenario is getting changed to HCM - Human Capital Management.
What ever the name it is , the basic things/functions of the HR Department are remain unchanged. Can give your views on the changes in industries in view of the HR. What was happened in IR days and now with HRM/HCM, can any body explain the changes related to this. And imagine what is future and what would take place on this area.

From India, Visakhapatnam
Dear Friend,

You are aware that we all say that we should change as per the changing environments.Accordingly the HR dept. has also undergone through big change.I have been working in Manufacturing scenario from last 11yrs & recently joined in a service cum manufacturing firm.I came across this question during a discussion & it really gave me the answers that I was seeking for.I can tell you the following changes that had taken place in the environment due to which our HR depts have also gone through lot of changes.

1) Earlier there was huge manpower base & companies used to boast's themselves of having large number of Head counts.To manage them equally a large number of IR-PO's were required & as such HR dept had 15-20 nos of people working there. Thanks to automation & computerisation the no's got reduced drastically.The place of time office was taken by Automatic attendance system,Salary preparation was taken care by Salary software,etc. The HRD term came into existence from Personnel department.

2) Automations in Shopfloor reduced the Head-Count drastically.CNC machines,Automatic lifters,Automatic Packing lines,Complex conyeuor systems for transportations of finished goods & unloadibng of Raw materials all went through sea change.For these things Engineering graduates,Minimum ITI passed workers or Diploma Engineers became a necessity.All these educated & technically qualified personnel had very little time for gossiping & were more absorbed in carrying out their operations & trouble shooting functions.This lead to downfall of Trade union culture.Union scenario also went through change in their thought process.They became more work oriented.The need for Training,appraisals,re-training,career orientation grew & Personnel or Industrial relations dept became Human resource dept.Because the usual problems of wage settlement decreased,strikes/lockouts %rate also dropped down drastically,disciplinary actions & their processes also decreased thus HR became more employee benefit oriented.

3) As stated above due to automations the size of organisation got shrinked.What the job used to be carried out by 300-400 strong workforce is now being done by 45-50 technically qualified employees.(One example that comes to me is Sandoz factory at Thane,Maharshtra.earlier there used to be 500-600 employees working in that plant, but if you see today Sandoz had put up a state of the Art plant at New Bombay where all the functions of manufacturing of medicines is done automatically,no human hand is touching any product,everything is being done in sterilised & fully automatic environment.The comapny itself has gone through change & it has become Novartis from Sandoz.)The need to pamper them(the employees),increase their motivation levels,increase their quality inputs, all became HR jobs.

From above you can see that as the scenario / environment got changed, HR also had undergone suitable changes in their areas.

The above are my observations which justify that HR dept has come a long way & it still has to go more & may be it will be still going through lot of transformations in the future too.

With Best Regards,

From India, Mumbai
Dear ajsahib, Thank you very much for expressing your views in impressing way with reality. changes in HRD and present/future status of its. Regards SrinivaS
From India, Visakhapatnam
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