How HR Practices are Evolving in the 3rd and 5th Dimensions?

With the rapid advancement in technology and the increasing complexity of the business environment, the HR function has evolved significantly over the years

      – Mona AlHebsi –

Human Resources (HR) is an essential aspect of any organization, regardless of its size, nature, or industry. The HR department deals with various functions related to managing and developing the organization’s human capital, including recruitment, training, compensation and benefits, employee relations, and performance management. With the rapid advancement in technology and the increasing complexity of the business environment, the HR function has evolved significantly over the years. In this context, we can explore the differences between HR in the 3rd and the 5th dimensions.

The 3rd Dimension HR
The 3rd dimension HR refers to the traditional approach to HR management, which is still prevalent in many organizations. This approach focuses on the administrative and transactional aspects of HR, such as maintaining employee records, processing payroll and benefits, and handling employee grievances and complaints. The 3rd dimension HR is primarily reactive in nature, responding to problems as they arise rather than proactively anticipating and preventing the issues.
In the 3rd dimension HR, the focus is on compliance with legal and regulatory requirements, and ensuring that policies and procedures are followed. The HR function is often seen as a cost center rather than a value-add, and is not always integrated with the organization’s overall strategy and goals. The 3rd dimension HR is often siloed, with separate teams responsible for different HR functions, such as recruitment, training, and compensation.

Some of the key features of the 3rd dimension HR are

  1. Reactive approach: The 3rd dimension HR is primarily reactive, responding to problems as they arise, rather than proactively anticipating and preventing the issues.
  2. Administrative and transactional: The 3rd dimension HR focuses on the administrative and transactional aspects of HR, such as maintaining employee records, processing payroll and benefits, and handling employee grievances and complaints.
  3. Compliance-oriented: The 3rd dimension HR focuses on compliance with legal and regulatory requirements, and ensuring that policies and procedures are followed.
  4. Cost center: The 3rd dimension HR is often seen as a cost center rather than a value-add, and is not always integrated with the organization’s overall strategy and goals.
  5. Siloed: The 3rd dimension HR is often siloed, with separate teams responsible for different HR functions, such as recruitment, training, and compensation.

The 5th Dimension HR:
The 5th dimension HR represents the next level of HR evolution, where the focus is on leveraging technology, data analytics, and automation to enhance the HR function’s efficiency and effectiveness. The 5th dimension HR is more strategic and proactive in nature, with a focus on aligning the HR function with the organization’s overall strategy and goals.

The 5th dimension HR takes a holistic approach to HR management, considering the entire employee life cycle, from recruitment and onboarding to career development and offboarding. The 5th dimension HR leverages technology to automate routine HR tasks, freeing up HR professionals to focus on more strategic activities, such as talent management and succession planning.

Some of the key features of the 5th dimension HR are:

  1. Proactive approach: The 5th dimension HR is more strategic and proactive in nature, with a focus on aligning the HR function with the organization’s overall strategy and goals.
  2. Technology-enabled: The 5th dimension HR leverages technology, data analytics, and automation to enhance the HR function’s efficiency and effectiveness.
  3. Holistic approach: The 5th dimension HR takes a holistic approach to HR management, considering the entire employee life cycle, from recruitment and onboarding to career development and offboarding.
  4. Value-add: The 5th dimension HR is seen as a value-add to the organization, rather than a cost center. The 5th dimension HR function is integrated with the organization’s overall strategy and goals, with HR professionals partnering with business leaders to drive organizational performance.
  5. Agile: The 5th dimension HR is agile, adapting quickly to changing business needs and market conditions. The HR function is equipped with the necessary skills and capabilities to support the organization’s growth and transformation.

To summarize, HR in the 3rd dimension is primarily focused on administrative and transactional tasks, compliance with legal and regulatory requirements, and responding to problems as they arise. In contrast, HR in the 5th dimension is more strategic and proactive, leveraging technology and automation to enhance efficiency and effectiveness, taking a holistic approach to HR management, and partnering with business leaders to drive organizational performance. HR in the 5th dimension is agile, adapting quickly to changing business needs and market conditions, and is seen as a value-add to the organization.

While the 5th dimension HR may seem like a distant goal for some organizations, it is important to recognize that the HR function is evolving rapidly, driven by technological advancements and changing business needs. Organizations that are able to adopt and embrace the 5th dimension HR model will be better positioned to attract, develop, and retain top talent, enhance employee engagement and productivity, and ultimately achieve their strategic objectives.

AlHebsi is a management coach and HR expert based in Dubai.

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