Recently, there has been debate about the role of Human Resources in organizations, highlighting opinions that suggest this area has neglected crucial competencies such as strategic vision, analytical capability, and business knowledge. An executive expressed that often, HR departments become immersed in bureaucracy and take on a role of 'corporate police,' without establishing a link between their practices and the real needs of the company.
It has been observed that, despite cases where Human Resources have become key strategic partners, there is a trend of diminishing influence of this area in companies. Some studies confirm the distrust of CEOs in the impact of HR on business, leading directors to perceive this department as an obstacle rather than a strategic ally.
In a context of changes in the labor world, the role of HR has been challenged, generating the need for professionals in this field to decide which direction to take. Companies like CEMEX, Merck, and GE have managed to position HR as a driver of leader development and organizational capabilities, marking an example of successful transformation in this area.
Some HR professionals acknowledge the perception of their own irrelevance and the need to act quickly to avoid losing opportunities to reposition themselves in the future. On the other hand, companies that have successfully redefined the role of HR as fundamental to achieving corporate objectives are highlighted.
The debate about the future of Human Resources remains open, with opinions ranging from internal criticism to defense of the strategic importance of this department. The need for a transformation in the role of HR is raised, shifting from simple process administrators to talent architects and business facilitators, betting on strategic and leadership approaches rather than transactional ones.
