Human Resources in the Knowledge AgeIn this essay, the author will discuss the changing role of human resources [HR] and its strategic functions in era of knowledge. To this end, the author will explore the role of HR in monitoring the organizational environment and organizational culture, in leading change, in HR practices regarding fairness, opportunity and legal compliance, and in the definition of skills. The Changing Role of HR According to the article “The Knowledge Age” (nd), this post-industrial era is a “new and advanced form of capitalism in which knowledge and ideas are the primary source of economic growth” (para. 2). Accordingly, the knowledge base is defined as “groups of people with complementary expertise who collaborate for specific purposes” (The knowledge age, nd, para. 2). According to Hammonds, “in a knowledge economy, companies with the best talent win” (Hammonds, 2005, para. 9) and HR managers should focus on “finding the best recruits, nurturing the stars , [and] the promotion of a productive team”. work environment” (Hammonds, 2005, para. 9). Cushman (1998) states that in this new economy “competition is global, capital is abundant, ideas are developed quickly and cheaply, and people are willing to change jobs often” (para. 4). In other words, HR must take the lead and move from a support role to one that supports companies in identifying, recruiting and retaining the best talent. Some critics say HR has made this transition too slowly. Hammonds states that “we hate HR” because the function has not effectively evolved from an administrative detail to a true strategic partner (Hammonds, 2005, para. 53). Additionally, he believes that HR is in a unique position to learn things about business...... middle of paper ...... task at hand. These skills can then be included in the selection process, task assignment, performance management and succession planning. When HR can be the change agent in that change, HR becomes a true strategic partner. Conclusion In the knowledge age, the way companies have done business is no longer relevant. Businesses must be able to change to respond to external environmental pressures and stakeholder needs in order to remain competitive. HR is in a unique position to be the force for change in organizations, including advocating for change and mitigating negative reactions to change. In this way, HR can influence the organizational culture that leads to a more engaged workforce. In the knowledge age, where attracting and retaining the best talent is essential to gaining a competitive advantage, HR is becoming a true strategic partner..