The HR Evolution
The evolution of Human Resources (HR) roles globally has been shaped by changes in organizational structures, the rise of technology, and shifts in workforce dynamics. Initially, HR departments were largely administrative, focusing on tasks like payroll, hiring, and compliance. However, over the past few decades, HR has evolved into a strategic function, contributing to an organization’s long-term goals, employee engagement, and talent development. South Asia, including Bangladesh, has seen this shift, albeit at different paces, influenced by regional economic, social, and technological factors.
Global Evolution of HR Roles
- Administrative Era (Pre-1980s): During this period, HR was primarily concerned with compliance, record-keeping, and managing employee welfare. The focus was on controlling labor costs and ensuring adherence to regulations. There was minimal strategic input in business decisions, and HR’s role was more reactive than proactive.
- Strategic HR (1980s – Early 2000s): The emergence of globalization and technology necessitated a more strategic role for HR. Organizations began to recognize the importance of aligning HR functions with business strategies. Human capital became a crucial asset, and the emphasis shifted towards recruitment, performance management, and leadership development. HR professionals started to have a seat at the decision-making table, contributing to the organization’s broader goals.
- Digital Transformation (2000s – Present): In the 21st century, the digital revolution transformed HR functions globally. With advancements in HR software, automation, and AI, routine administrative tasks are now managed through technology, allowing HR teams to focus more on employee experience, engagement, and diversity initiatives. The modern HR department plays a key role in talent acquisition, data-driven workforce planning, and fostering a strong organizational culture.
Some South Asian Perspectives
In South Asia, the evolution of HR has mirrored global trends but with regional nuances. For example, India’s rapid growth in sectors like IT and services has accelerated HR’s strategic role, while in countries like Nepal or Bhutan, HR functions remain largely administrative in smaller organizations.
HR in India has seen a significant transformation, particularly in the IT sector. Companies like Infosys and TCS were early adopters of HR best practices, focusing on employee training, leadership development, and employee well-being. The rise of start-ups in recent years has also driven the HR function to adopt a more flexible, employee-centric approach.
In Sri Lanka, HR roles have expanded significantly post-civil war, with a focus on rebuilding trust within organizations and promoting diversity. Industries like tourism and manufacturing are leading the way in adopting global HR practices, focusing on skills development and employee engagement.
In Pakistan, while HR roles in multinational companies have aligned with global standards, local companies are slowly catching up. The HR focus in many sectors has shifted from compliance to talent management and performance enhancement, especially in fast-growing sectors like banking and telecom.
Examples from Bangladesh
In Bangladesh, arguably, the Ready-Made Garments (RMG) sector has seen the most drastic shift in the evolution of HR practices. Historically, HR in the RMG sector was limited to administrative functions such as payroll, attendance, and basic compliance with labor laws. However, over time, the role has expanded, especially after incidents like the Rana Plaza collapse in 2013, which brought global scrutiny to labor practices in the country. This led to an increased focus on worker safety, compliance with international labor standards, and ethical sourcing.
Many leading Bangladeshi garment manufacturers now have dedicated HR teams that work on employee well-being programs, leadership training, and enhancing workplace safety. Companies like DBL Group and Square Textiles have notably adopted global HR practices to improve their competitiveness and workforce retention. They focus on skill development, especially for women workers, and provide health and education benefits to employees.
In addition, the growth of tech-based companies in Bangladesh, such as Pathao and Grameenphone, has also driven HR to adopt more strategic roles. These firms emphasize digital tools for recruitment and employee engagement, aligning HR with business goals and fostering innovation through talent development.
Evolution of HR Roles
The evolution of HR roles, both globally and in South Asia, reflects the broader shifts in business and technology. While administrative tasks remain important, HR’s focus has increasingly moved towards strategic areas like talent management, employee engagement, and corporate culture, especially in countries like Bangladesh where sectors like RMG and technology are transforming the workforce.
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