Human Resources in the Knowledge Era In this essay, the author will discuss the changing role of Human Resources [HR] and its strategic functions in the knowledge era . To this end, the author will explore the role of HR in monitoring the organizational environment and organizational culture, driving change, HR practices related to equity, opportunity and legal compliance, and in defining competencies. The Changing Role of Human Resources According to the article, “The Knowledge Age” (n.d.), this postindustrial era is a “newly advanced form of capitalism in which knowledge and ideas are the main source of economic growth” (para. 2) Accordingly, the knowledge base is defined as “groups of people with complementary skills who collaborate for specific purposes” (The Knowledge Age, n.d., para. 2). companies that have the best talent win” (Hammonds, 2005, para. 9) and human resources leaders should focus on “finding the best hires, cultivating the stars, [and] promoting a productive work environment” ( Hammonds, 2005, para. 9) 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” ( par. 4).In other words, human resources must take the lead and move from a supporting role to a role in which they assist companies in identifying, recruiting and retaining top talent. According to some critics, HR has made this transition too slowly. Hammonds states that “we hate HR” because the function has not effectively moved from administrative minutiae to a truly strategic partner (Hammonds, 2005, para. 53). Additionally, he believes that HR is in a unique position to learn things about the task… middle of the paper… task to complete. These skills can then be included in the selection process, assignment, performance management and succession planning. When HR can be the change agent in this shift, HR becomes a true strategic partner. Conclusion In the age of knowledge, the way companies did business is no longer relevant. Businesses must be able to change to meet external environmental pressures and stakeholder needs to remain competitive. HR is uniquely positioned to be the force for change in organizations, including to support change and mitigate negative responses to change. In this way, HR can influence organizational culture which leads to a more engaged workforce. In the age of knowledge, where attracting and retaining the best talent is essential to obtain a competitive advantage, human resources become a true strategic partner.