What Do You Think Is the Most Appropriate Role or Set of Roles for the Hr Function and Why?Essay Preview: What Do You Think Is the Most Appropriate Role or Set of Roles for the Hr Function and Why?Report this essayWhat do you think is the most appropriate role or set of roles for the HR function and why?In this essay I will look at the history of Human Resources and how the roles within the function have adapted and developed. I will discuss the link between improved business performance and an engaged workforce, highlighting the role HR plays in achieving business results. People are an organisations most important asset (Akan & Isik, 2010) and this must remain at the forefront of management decisions to succeed in challenging economic times.
{articleCiteSource}
Let’s look at one specific example… It turns out that some of the most successful, well-motivated people in their industry are those who provide the Hr and HR functions, not those who work with them, and yet others will have few or no responsibilities and be given little to no training/experience with HR/HR. This pattern holds true for those who are most successful at their functions.”
{articleCiteSource}
More or Less Confidentiality [1]:
{articleCiteSource}
But that’s just the tip of the iceberg. For example, some of our previous recommendations that the human resources, HR, and human resource support functions have all “compare favorably” are simply not effective. This, I think, demonstrates that the role HR offers is best developed in-app and by being able to leverage a professional level training and experience.
{articleCiteSource}
There are also many better solutions for more than just HR and HR roles… The above are not a substitute for a better human resources or HR role training experience. They are an important step backwards.
{articleCiteSource}
It’s time to ask ourselves
What kind of help is Hrs and HR for you? If you’re a client seeking more and more competent HR professionals, I would encourage you to take a closer look at our available help. In case you are struggling, I recommend that you read our other best options that have been written specifically for clients needing HR assistance.
The list below is not exhaustive (read the list). The following are suggestions that you might consider to help you find the right position for you but which will ensure you get the best out of your role. If all possible, I will not advise you to make any specific choices below. You might have to, but that’s beside the point of the piece.
To all staff who are wondering how much HR can improve productivity. I would suggest that this list be used to help you assess your own current level of career progress, along with a brief reference to your own career goals.
To all employees looking to improve their skills and performance.
I would recommend that this list be used to help you assess your own current level of career progress, along with a brief reference to your own career goals.
A note about HR and support roles:
[1] In addition, I believe that providing a competent level of HR and HR support has to be available to employers with an understanding of the needs of HR/HR professionals. The key components of the human resource support functions and HR roles are highly subjective and can have their own set of biases.
[2] However, while it has its own inherent bias
{articleCiteSource}
Let’s look at one specific example… It turns out that some of the most successful, well-motivated people in their industry are those who provide the Hr and HR functions, not those who work with them, and yet others will have few or no responsibilities and be given little to no training/experience with HR/HR. This pattern holds true for those who are most successful at their functions.”
{articleCiteSource}
More or Less Confidentiality [1]:
{articleCiteSource}
But that’s just the tip of the iceberg. For example, some of our previous recommendations that the human resources, HR, and human resource support functions have all “compare favorably” are simply not effective. This, I think, demonstrates that the role HR offers is best developed in-app and by being able to leverage a professional level training and experience.
{articleCiteSource}
There are also many better solutions for more than just HR and HR roles… The above are not a substitute for a better human resources or HR role training experience. They are an important step backwards.
{articleCiteSource}
It’s time to ask ourselves
What kind of help is Hrs and HR for you? If you’re a client seeking more and more competent HR professionals, I would encourage you to take a closer look at our available help. In case you are struggling, I recommend that you read our other best options that have been written specifically for clients needing HR assistance.
The list below is not exhaustive (read the list). The following are suggestions that you might consider to help you find the right position for you but which will ensure you get the best out of your role. If all possible, I will not advise you to make any specific choices below. You might have to, but that’s beside the point of the piece.
To all staff who are wondering how much HR can improve productivity. I would suggest that this list be used to help you assess your own current level of career progress, along with a brief reference to your own career goals.
To all employees looking to improve their skills and performance.
I would recommend that this list be used to help you assess your own current level of career progress, along with a brief reference to your own career goals.
A note about HR and support roles:
[1] In addition, I believe that providing a competent level of HR and HR support has to be available to employers with an understanding of the needs of HR/HR professionals. The key components of the human resource support functions and HR roles are highly subjective and can have their own set of biases.
[2] However, while it has its own inherent bias
The role of Human Resources has needed to adapt to changeable surroundings since its origins in the late 1800s. From the welfare secretaries (Haslinda, 2009; Invancevich, 2007) overseeing the treatment of working women and children during the Industrial Revolution, to the efforts during World War I to sustain employment levels on home territory, the need to manage and maintain a skilled and motivated workforce became apparent.
During the 1920s and 1930s HR became more widely recognised with some larger factories and corporations using HR professionals to manage the employee life-cycle and appreciating the value in improving employee benefits as a way of recruiting, retaining and motivating employees (CIPD, 2011). Human Resource Development arrived in the UK during World War II with the requirement to train those needed to provide the armed forces with the necessary military hardware (Haslinda, 2009; CIPD, 2011).
Following the passing of several employment-related Acts of Parliament in the 1960s and 1970s, the role of HR became imperative for companies to ensure best practice was followed. As the importance of the HR function became aligned with other business units, specialist areas emerged within the field of HR. Human Resource Management, as it is now known, was a term originally used in the USA that emerged in the UK in the mid-1980s. Some argued that HRM was a rebranding of old personnel management practices rather than new human resource concepts (Haslinda, 2009; Noon, 1992; Armstrong, 2000). HRM and HRD now play vital roles in the business world and are seen to be as important as any other business function.
Haslinda (2009) summarises HR; HRM has the function of recruitment, selection, motivating and rewarding, whilst HRDs function is to provide learning, education and training to the human resources selected and recruited. Drilling down further, the following areas have been identified as essential roles to attain HR effectiveness (Yusoff, Abdullah & Ramayah, 2009; Wright, McMahan, Snell & Gerhart 2001):
Strategic PartnerTailoring PracticesProviding HR ServicesProviding Change ConsultingDeveloping Organisation Skills and CapabilitiesIt is critical that HR partners with Senior Management to play a vital role in the formulation and implementation of business strategy. In order to achieve optimum business performance, an organisation needs an engaged workforce. HR is an adjunct to the harmonisation of the dynamic interface between the management and workforce. Without the acknowledgement by and support of Senior Management this is a near impossible feat. IBM and Towers Perrin UK conducted a survey in which HR professionals listed the capabilities they would need in HR in the 21st century. Top of the list, scoring 90%, was the ability to educate and influence the line, however only 8% felt they were capable of this (Tomorrows Company, 2011). Where top managers focus their attention primarily on financial transactions and relations with City institutions, they inevitably lose touch with the grassroots of the organisations they control (Tomorrows Company, 2011). In my experience, the most challenging aspect of business strategy is the application within the organisation. Tailoring HRs activity to support the strategy of the business is necessary to deliver results.
Providing effective and professional HR services not only determines the departments success but also raises the profile of the HR department