Human Resources in the Knowledge Age

Human Resources in the Knowledge Age
In this essay, the author will discuss the changing role of human resources [HR] and its strategic functions in the Knowledge Age. To that end, the author will explore HR’s role in monitoring the organizational environment and organizational culture, leading change, HR practices concerning fairness, opportunity, and legal compliance, and in defining competencies.
The Changing Role of HR
According to the article, “The Knowledge Age” (n.d.), this post-industrial age is a “new, advanced form of capitalism in which knowledge and ideas are the main source of economic growth” (para. 2). As a result, the knowledge base is defined as “groups of people with complementary expertise who collaborate for specific purposes” (The knowledge age, n.d., para. 2). According to Hammonds, “in a knowledge economy, companies that have the best talent win” (Hammonds, 2005, para. 9) and HR executives should be concentrating on “finding the best hires, nurturing the stars, [and] fostering a productive work environment” (Hammonds, 2005, para. 9). Cushman (1998) states that in this new economy “competition is global, capital is abundant, ideas are developed quickly and cheaply, and people are willing to change jobs often” (para. 4). In other words, HR must take the lead and move from a support role to a role in which it assists companies in identifying, recruiting, and retaining top talent.
According to some critics, HR has made this transition too slowly. Hammonds states that ‘we hate HR’ because the function has not effectively moved from the administrative minutiae to a truly strategic partner (Hammonds, 2005, para. 53). In addition, he feels that the HR is in a unique position to learn things about the busin...

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...task to be completed. These competencies can then be included in the selection process, assignment of tasks, performance management and succession planning. When HR can be the change agent in this shift, HR becomes a true strategic partner.
Conclusion
In the Knowledge Age, the way companies have done business is no longer relevant. Companies must be able to change to meet the pressures of the external environment and the needs of stakeholders in order to remain competitive. HR is in a unique position to be the force for change in organizations to include making the case for change and mitigating negative responses to change. In this way, HR can influence the organizational culture that leads to a more engaged workforce. In the Knowledge Age, where attracting and retaining top talent is critical to a competitive advantage, HR becomes a true strategic partner.