What is the salary growth outlook for the future? Will salaries rise in accordance with the rise in cost of living?
This is one of the many questions on salary and benefits coming from many quarters. Employers and employees - especially employees - are particularly interested in this matter.
According to Robert Half Internationals research none of the ten (10) positions that will see salary increase in 2010 is a position in human resource or HR. What does the future hold for HR?
The position that you can consider as closest to HR is that of Executive Assistant who will serve several managers. This is one of the positions that will see salary growth in 2010.
Going back to the missing HR positions in the survey, you may ask, "What does this seemingly lack of growth in HR salary in 2010 indicate with regard to HR in general?"
It appears that HR has a long way to go as far as importance of the other positions mentioned including tax accountant, compliance director, systems engineer, and medical records clerk.
Further, it shows that the HR openings may not attract the right talent. This does not paint a good picture in the future development of human resource management.
Another question arises as to whether or not institutions of higher learning will cease offering diploma and degree courses in human resource management.
With the numerous written works on HR, with the countless proposals on the importance of human resource management, and with the many HR models and principles propounded by HR experts, you may feel that HR is not making much headway. Many organizations simply consider HR as an expense, as a cost centre..
Is there another way, a yet-to-be discovered HR model that is more effective and that motivates corporate leaders to accept and implement in their organizations? Is there anyone who knows how to better implement HR strategies that will convince every party concerned on the important role of HR?
Will low salary growth prompt more students to seek qualification in human resource management?
One of the important issues that needs looking into is to increase the value of HR contribution to the bottom-line of organizations. This is not going to happen any time soon if corporate entities continue to see little need for or consider HR as important.
There is a need to strive for value-added HR in the light of the HR "cost." HR value is not easy to quantify. People are not convinced unless they see the positive effects in black and white. This is where HR performance metrics come into play.
Let the experts come up with the most effective method that will truly demonstrate the real value of HR to organizations. When HR people makes valuable contribution as they are required and expected to, this may indicate that it is time to review their compensation.
Failure to make HR relevant to organizations' success will contribute further to the downward trend how corporate leaders consider human resource management. Total HR outsourcing will become more common, resulting in organizations losing control of their people and their future direction.
There may come a time when organizations will have no choice but to outsource practically every aspect of HR. Many companies may want to concentrate on running activities that have direct connection to revenue generation.
Does this spell the demise of the HR Department in every organization? Will the unattractiveness of the poor or non-existent salary increase have an impact as serious as this?
If organizations start to recruit people into HR at higher starting salaries and there is a corresponding positive response from among HR talented people, you may never see the occurrence of such an impact.
The more serious challenge now may come from the fact that many corporate leaders are slow to respond to issues affecting HR. If this happens, HR is going uphill all the way.
So you may ask, "Whither HR?"