Roles And Strategies Of Hr

The HR department officials in most organizations perform as they should. In most cases, they also focus on achieving the right things. Human Resource departments focus organizing, controlling, and hiring employees in organizations. When organizations apply HR practices, the results are great client satisfaction, a good net margin, and reduced sickness absence (Richard and Johnson, 2001). Vermeeren et al. (2014) posit that there is a great relationship between performance and HRM. Most organizations use the human resource department to ensure that operations run smoothly.

In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

HR professionals have to think carefully about what they are doing in the context of their organization and within the framework of recognised body of knowledge. They have to perform effectively in the sense of delivering advise, guidance and services that will help the organisation to achieve its goals.

In simple term, strategic human resource management is concern with the ways in people is crucial to company effectiveness. According to Miller (1987) strategic

Bhagria, A. (2010). Roles and Functions of the Human Resource Department; Young HR Manager. Retrieved May 4, 2014, from

| Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)

Human resources departments (HR Departments) are important and vital assets in a health care organization because HR Departments understand what health care is from a payers, physicians, consumers, regulators, and employees perspective. HR Departments provide strategic planning and functional support to an organization. HR Departments need to work with individuals in the organization to ensure the organization is successful and make sure every employee understands his or her duties (Gomez-Mejia, L., Balkin, D., and Cardy, R., 2010).

The current function of HR can be defined as supporting “the delivery of the organisation’s strategy and objectives through the effective management of people and performance” (Taylor & Woodhams, 2012; 22). This definition is furthered by a CIPD survey (2007; 2-3), which indicated that the key functions of HR are: recruiting and retaining staff, progressing performance management to maximise the value of employees and increasing employee engagement.

Over the last two to three decades, human resources have changed drastically. This is due to the growth in globalization, new technology, information and knowledge. The results of this brought on a need for specialization and new job classifications. HR is no longer constrained to payroll and administrative duties. There are two types of HR professionals: generalists and specialists. It truly depends on the size of an organization that determines what kind of human resource personnel is needed. If the size of the company has less than 100

In Strategic Human Resource Management functions these functions are expanded to include the roles of the employees, their behaviour and management of organisational change in order to meet the longer-term needs.

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

I had got the chance to look into the human resource perspective with the aid of an exciting interview with the HR executive manager of “Business-Jet Seating Solutions”. She was very cooperative, we had an interesting discussion about the responsibilities of human resources in the organization and in particular the strategic concerns related to the human resources which are currently affecting the company. Most of the debate was about the lack of contribution of the HR in the expansion and execution of the overall business strategy. The interview was very edifying and it gave me a good depiction of the HR management role play in the organization. It was evident that HR had limited access over strategic growth of the company, so

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

This review will examine the problems that HR managers go through as they source for the best talent and skills in the market to enable them push the company to higher heights. Literature on the same is abundant, and HR managers have themselves to blame if they do not take advantage of the available information to better their resources.