The way forward for HRBPs

Abstract

In this article, I draw upon historical developments in the field of HRM, and argue that the external context has a critical role to play in determining the emphasis and focus on people. The changes in the macro-economic environment; shifts in the supply chains of large corporations; changing social dynamics; the contested role of unions in employer-employee relationships; the increasing penetration of technology and digitalization in organizations; and finally, increasing uncertainty in the regulatory context all directly impact the field of HRM. The field has coped with these on-going changes by modifying its practices to suit the current context. However, the fundamental assumptions and expectations of HRM have changed and the manner in which HRM gets addressed in the future will determine its relevance. This article has three main sections: in the first section we will trace the historical context of HRM; then we will examine the changing competencies of HR professionals and finally, the future of HRM with particular emphasis on the role of the HR Business Partner (HRBP).