The Role of Human Resource Management in South Africa
Human resources management in South Africa role is gradually changing in today’s organizations and this requires professionals to get well equipped with the challenging role in a complex environment. The complex environment is characterized with uncertainty in the world markets, as organizations today are affected with globalization. The HR role in the past was administrative, but today in South Africa organizations have realized that in order a company to gain a competitive advantage, an employee’s uniqueness should be considered, with reference to what the company intends to achieve.
The past decade has also seen dramatic increases in the understanding of the relationship of Human Resources Management practices and firm performance. Consequently, Human Resource Management in South Africa is now seen as a major competitive advantage that cannot be copied readily by one’s competition. To win competitive advantage, companies invest in HR activities hoping to get better results from the overall performance of the business. In his way, companies would have to find ways to measure the contribution of Human Resources.
Senior executives once considered HR a “soft,” unavoidable cost of doing business, responsible for compensation, employee transactions, company functions, workforce problems, and legal issues. Three factors changed this perception: the significant impact of high-performance Human resources management, the implications of poorly performing HR, and soaring HR operating expenses. These factors have led to an increased demand and focus on HR metrics.
Urich (1997) asserts that the role of the Human Resource Practitioners has shifted to that of a strategic partner, a change agent and an employee champion.