Everything starts with HR, Everything ends with HR

It is greatly said by Zig Ziglar ~ "You don't build a business, You build people and then people build the business."

Let's understand this by taking an example of two companies, both companies are of same size, same nature of business and machines, besides so much similarities, there must be something very unique present between both of them and the uncommon element which distinguished one from another is the presence of mindset in their Human Resource (People element). In corporate, HR plays an important role in developing and strategically aligning company vision, mission and goals with strategic business plans. HR has now developed into Strategic Human Resource Management and is not only limited to providing services related to basic HR functions including recruitment, staffing and payroll but it is also now involve in strategic aspect of HR by developing talents and managing them through a new concept of Organizational Development. The Stategic HRM focuses on building Talent pipeline through succession planning and performance mapping. It also aims to develop organisation by hiring potential candidate and match making their competencies with business.

Today, key to Organization success lies in Human Resources Management and we all have potentially seen organisations who has invested in their employees, treated them as their assets and build them will eventually makes business successful. Most companies have reinvented Performance Management Systems time to time to effectively manage employee performance but does Performance Management Systems are strategically aligned with company's strategic vision? Does the yearly appraisals actually serves the true concept of PMS? Reward programs and appraisals play important in every employee career, all employees value appraisals, promotions, incentives and increments, they get upset on bad evaluations too, they raised their grievances on low performance ranking as well but PMS is not only purpose to serve as a result card, that decides the monetary raise of an employee rather it evaluates the whole performance of an employee throughout the year. Performance shouldn't be restricted to appraise monetary rewards only, ofcourse an employee loves rumeration and he/she waits whole year for that but he also gets immensely happy on applause by the boss for his/her achievement. Employees truly values the real time feedback from their bosses which becomes moment for them.

As in HR Profession, we really need to understand every aspect of HR function and what must be done to attain efficiency and effectiveness within the function as it is said "Everything starts with HR, Everything ends with HR". All HR functions are directly impacting business goals, whether its Recruitment, Compensation & Benefit or Training & Development, all functions need to be strategically aligned and can re-innovate and update time to time as a good change can only lead organization in right directly and always keep ensuring best practices with aim to achieve long time sustainability in profits and man-power.