Why don't this office is not acting, proactively (certainly, not in all organisations)? If you look at some of the job advertisements for HR, we can never expect much troubles in people management.

If the investors or the people with the delegated rights are making HR Department just for employee engagement, time is up for them to rethink. At the same time, tremendous effort is required by HR fraternity to come out of their comfort zone and take away their 'entertainer' mask

Suggestion to Investors

1. Invest in HR Department if and only if you can fix goals for them

2. Even though HR Specialist function exists, need is here to give HR domain exposure/education to Line Management

3. Explore outsourcing non-core aspects of HR to specialists in that sector. Eg: - Legal compliance, Payroll Processing, Talent Hunt

4. You need not require a well experienced HR Manager, who worked previously with x LLC, y INC, z MNC to attract the best talent, if you can outsource talent management. In the same manner, do you require 20 people in HR department to check mails, answer employee queries, process reports and prepare letters? Not at all, what you require is good HR Software with Self Service. 

5. Consider HR as a business partner and make use of its strategic edge for people development and hence continuous value add to organisation

Suggestion to HR Professionals

1. HR Function across the world is realigning for more organizational visibility and strategic edge

2. HR needs to be more empathetic and should be able to know the pulse of the workforce

3. Retaining GenX workforce is going to be the toughest HR task and your score will never improve just by giving them pass to parties and discotheques

4. HR is no more a staff function, come out of the comfort zone, convince your investors and take initiative to drive the organizational performance.

5. Give 90% efforts for increasing employee output and value creation and just 10% to administration and statutory aspects.