Hr Role

In Your Opinion What Should Be The Jobs Of The Person Who Is In-Charge Of Human Resource In An Organization?

ZP00229

To be effective, the HRM area is supposed to be strategic, situational and proactive in relation to business demands, offering support mainly to operations strategy, which among the dimensions proposed by Kaplan and Norton (1997, 2000), is the one that depends most on people’s resourcing, development and retention. Recent studies developed in the area of Human Resources show that the HRM department has already become aware that people are part of the rare and hardly imitable capital. People are value generators. They are invaluable resources in the quest for competitiveness. Searching for, preparing and motivating them to grant their capital to the company is the major HRM strategic challenge. The main philosophy of HRM, thus, is to achieve competence, commitment, congruence and cost effectiveness through its people. Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. In a short way to say about HRM is putting the right people to the right task and vice-versa to get the maximum output for an organization in a process. The people/workforce represents one of its most potent and valuable resources in any organizations. Classically and traditionally, HR manager needs to determine the long-term and short-term human resource needs; area they are needed and the requirements of jobs. Job descriptions and job specifications will be designed base on the outcomes of the job analysis information. HR manager and his people must be knowledgeable about the design of work process systems in which people succeed and contribute. HR professional is also responsible for tying incentives and rewards to certain positions and roles in order to maximize performance levels. This is a strategic thinking task because it affects every single person in the organization and has to be planned separately for each position, depending on level, department and goals. Employee Development; another important role handled by the human resource is the selection and development of employees. HR manager develops a training & development strategy according to the requirements of legislation and provides the proper training and with the improvement of productivity and delivery to those employees who are selected base on job requirements. Performance management and regular, balanced and systematic appraisals must be administered consistently in order to evaluate the performance of each individual in the organization. This allows HR manager and people to pinpoint the weaknesses of an individual’s work style and the strengths. They can then share this information with the employee in order to affect a change in performance. This in turn will lead to more productivity and potentially better returns on human investment. Managing people is one of the most difficult aspects of organizational management .It means dealing with people who differ physically and psychologically. HR manager needs to always talk with employees to find out what are individual assessments of abilities, interests, career needs and goals or all kinds negative feedback. Base on all kinds of feedbacks, HR professional needs to help individuals plan and advance their careers, which keep employees more enjoyable at their work and reduce the employee turnover rate. We need to know that early attention to developing problems lets you turn the painful experience of negative feedback into the more constructive process of corrective feedback. Another job is Design of Organization. HR professional needs to analyze the work processes and recommends improvements when necessary. He also needs to scan the world environment and identify emerging trends that will affect the organization and the management of people therein. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives. The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well. In this role, the HR people provides employee

In Your Opinion What Should Be The Jobs Of The Person Who Is In-Charge Of Human Resource In An Organization?

ZP00229

development opportunities, employee assistance programs, gain sharing and profit sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities. Another part of this role, HR focuses on developing organizational processes aimed at hiring and motivating talented workers through activities such as placing recruiting advertisements, helping develop compensation plans. The above roles are mainly classical and traditional. The followings are the newer roles of HR manager. In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives. The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development. To be successful business partners, the HR staff members have to think like business people, know finance and accounting, and be accountable and responsible for cost reductions and the measurement of all HR programs and processes. It's not enough to ask for a seat at the executive table; HR people will have to prove they have the business savvy necessary to sit there. As an employee sponsor or advocate ( employee’s advocacy), the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy. Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well. In this role, the HR manager provides employee development opportunities, employee assistance programs, gain sharing and profit-sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities. HR manager as a change champion. The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued. Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change. The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this Referencing: 1. Kaplan, Robert S.; Norton, David P. (2001), The Strategy-focused Organization: How Balanced Scorecard Companies thrive in the new business environment., Harvard Business School Press, 2. Kaplan, Robert S.; Norton, David P. (January), "The Balanced Scorecard: Measures Which Drive Performance", Harvard Business Review, 3.http://harvardbusinessonline.hbsp.harvard.edu/b01/en/common/item_detail.jhtml?id=R0507Q&referral =1043 4. upetd.up.ac.za/thesis/available/etd-01092004-131256/unrestricted/01dissertation.pdf – 5. http://www.explorehr.orghttp://www.citehr.com/ 6. http://www.management-hub.com// 7. http://humanresources.about.com/od/hrbasicsfaq/a/hr_role.htm

In Your Opinion What Should Be The Jobs Of The Person Who Is In-Charge Of Human Resource In An Organization?

ZP00229