...Role of HR Written by Dr. John Sullivan Monday, 20 October 2003 19:00 [pic][pic][pic][pic][pic] In recent VP-of-HR Newsletters we have taken a look at defining what is strategic HR and looked at several examples of strategic versus tactical actions. At this point, it is important to step back and take a much broader look because a common mistake that many in HR make is to focus exclusively on the strategic elements of HR. Human Resources, like all other business functions, must do a range of things well from basic transactions to strategic planning in order to be successful. The goal of this article is to focus on more clearly defining the role and the purpose of the HR department, identifying who is the customer, and communicate the importance of taking responsibility for all people management results. UNDERSTANDING THE ROLE OF HR WITH THE “FIVE LEVELS OF HR CONTRIBUTION“ MODEL There are numerous “models” that outline the different focus areas found in the average HR department. Without a doubt, the most famous one is the “four quadrant” or “business partner” model developed by Dave Ulrich at the University of Michigan. As effective as that model is, it fails to define the role of strategic planning. As an alternative to the four quadrant model, I offer the “Five Levels of HR Contribution” model that I believe better describes both the basic and the strategic levels of HR contribution. HR “work” can be classified into five distinct levels from the basic to the most strategic...
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...Survey report September 2007 The changing HR function Contents Summary of key findings 2 Introduction 4 Restructuring the HR function 5 Benefits and challenges of HR structures 10 Roles and responsibilities of HR 15 HR skills and careers 24 Conclusions 26 Background 27 Acknowledgements 28 References 28 The changing HR function Summary of key findings • Fifty-three per cent of organisations have restructured of centres of expertise were identified, the most their HR function in the last year and 81% have done common being deeper professional knowledge. so in the last five years. By far the most common Other commonly perceived benefits are in the reason for restructuring was to enable the HR consistency of HR advice, the quality of advice function to become a more strategic contributor. given to HR partners and making the function a • Three out of ten respondents whose HR function has been restructured say that it now reflects the more strategic contributor. • In general, the most common difficulties three-legged ‘Ulrich model’ and a further 28% say encountered in restructuring the HR function are that this is partially true. However, only 18% of HR in defining new roles (42%), having insufficient functions actually had in place all three elements resources (40%), dealing with skills gaps (38%), of this model (shared...
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...person’s work as your own, without properly citing the source of the work, is considered plagiarism. This will result in an unsatisfactory grade for the work submitted or for the entire course. It may also result in academic dismissal from the University. | | HRM5000-8 | S. Manlove | | | Human Resources Management | 6 | ------------------------------------------------- ------------------------------------------------- Faculty Use Only ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Identify The Elements Of Globalization To Determine Their Impact On The HR Function Marqueze Sawyers Northcentral University Introduction Human Resource mangers who want to be successful in global endeavors must posses a solid set of core...
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...Chapter 6 HR MetRics and WoRkfoRce analytics Kevin D. Carlson anD MiChael J. Kavanagh EDITORS’ NOTE The capacity to manage is limited by the accessible information in our possession. Research on goal setting confirms that being able to articulate the specific goal for a task and the level of the goal we want to achieve enhances performance of that task. Better information about the expectations of customers, the actions of competitors, and the state of the economy provides strong support for the strategic direction of organizations. Information about levels of output, for example, numbers of defects and efficiency of processes, positions line managers to produce high-quality products in the right amounts at the right time to meet customer needs. The same is true for the effective management of human capital in organizations. As discussed in this chapter, effective approaches to the measurement of human capital and the impact of people on organization processes, for example, HR programs such as recruiting, will enable both HRM professionals and line managers to utilize the human capital in organizations effectively. This measurement is accomplished by focusing on the development of systems of workforce analytics and supporting HR metrics that meet the needs of organization decision makers. This chapter offers a brief history of the efforts involved in the development of HR metrics and workforce analytics and of how these efforts have been enhanced by the advent of integrated...
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...Mileski Human Resource Management Roles The importance of managers and the way they look to the staff is important. This is very important. Does the team know their manager? Are they available? Is staff able to approach them and not feel afraid to talk to their manager giving credit too those under him/her uplifting the team and this means “all of” the shifts. Things that human resources does Environment Challenges, Organizational Challenges, Individual Challenges, Strategic HR planning challenges. Environment Challenges A study called “Survey of Small and Mid-Sized Businesses Trends for 2000” prepared by Arthur Andersen looks at the challenges and opportunities faced by small business. This report “looks” at the impact, of the “Internet” and technology. According to the study, small business considers finding and retaining qualified workers the most significant challenge to the growth and survival of their business. Other major concern is state and federal regulations economic uncertainty and keeping up with technology, plus access to adequate capital. Let us look at the ever-changing technology this has become a barriers in the fact of it changes all the time. The cost for this change is high. Then to have the staff that understands and can work with computers and do PowerPoint and Word, excel, spreadsheets and e-mail in a professional manner takes training. Then financing most financing is a challenge credit cards are on top of the list for a business...
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...responsibilities of HRM managers: staffing, setting policies, compensation and benefits, retention, training, employment laws, and worker protection. In addition to being concerned with the seven internal aspects, HRM managers must keep up to date with changes in the external environment that may impact their employees. The trends toward flexible schedules and telecommuting are examples of external aspects. To effectively understand how the external forces might affect human resources, it is important for the HR manager to read the HR literature, attend conferences, and utilize other ways to stay up to date with new laws, trends, and policies. SKILLS NEEDED FOR HRM Ethics is perhaps one of the most important aspects to being a great HR professional. There are a number of skills crucial to human resource management. First, being able to organize and multitask is necessary. In this job, files must be managed, and an HR manager is constantly working in different areas of the business. Communication skills are necessary in HRM as well. The ability to present good and bad news, work with a variety of personalities, and coach employees is important in HRM. Specific job skills, such as computer skills, knowledge of employment law, writing and developing strategic plans, and general critical-thinking skills are important in any type of management, but especially in human resource management. A sense of fairness and strong ethics will make for the best HR manager. Because H R works...
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...options that were; Chief Executives, Education Administrators, Medical and Health Services Managers, Financial Examiners, or Program Directors. The job I chose to do is Human Resource Manager this is what interest me the most. A Human Resource Manager has a lot of tasks to do during the day. A few tasks that a Human Resource Manager does are to administer compensation, benefits and performance management systems, and safety and recreation programs. A HR Manager also recruits people, interview and selects applicants. Human Resource Manager provides current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits. The Human Resource Manager also performs difficult staffing duties including areas with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. The Human Resource Manager has to advise managers on organizational policy that matters such as equal employment opportunity and sexual harassment, and recommend needed changes. The work activities for a HR Manager are interacting with computers and computer systems such as hardware and software program, entering data, or processing information. Human Resource Managers work context are electronic mail, telephone, public speaking, time pressure, and letters and memos. There are tools that a Human Resource Manager uses during their job everyday job is desktop/laptop computer,...
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...The manager that I interviewed works for a company that specializes in the sales of orthodontic equipment to dental companies across the nation. They target all dental distribution companies as well as privately owned dental businesses. They do not make the product themselves but they are a direct purchaser of these orthodontic products and they then turn around and sell their inventory to larger distributors. The reason I choose this business is that I figured it would be interesting to understand the views of a human resource manager of a company that is so spread out similar to me. There is so much more run around than with a normal company that has all its employees at one site everyday. The majority of the communication is done through personal meetings and teleconferencing. The manager that I interviewed is Markeia Keese. She is in his early thirties and has worked at this company for about 5 years. I contacted Markeia by phone and asked if I could set up an interview for a class project, she was very accommodating, but there was some difficulty due to schedule conflicts for the both of us. I immediately got a sense that she really felt it was appropriate to treat people right, which is a key factor in managing in HR. Most HR managers I’ve encountered enjoy working with people and therefore the people who become HR managers tend to be more people friendly. I asked Markeia a series of questions that I had prepared for the interview. As the interview started...
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...functional areas are the ones that the author feels are of the most interest to them. Also there will be an explanation of what their role as a manager would be in these functional roles. In most organizations, there are several functional areas of business. These areas are marketing, operations management, finance and human resource management. All of these areas work hand in hand with one another so that organization can function effectively and efficiently. These functional areas of business are also known as task that the business needs to do in order for it to succeed. According to Jiang, “what a whole organization needs is to make strategic decisions and put the strategy into action” (Jiang, 02/2). This is what will make the organization thrive and grow. Human resources management is a part of administration. In administration, they do many things that are a necessity within any organization. They collect mail, store and retrieve paper and electronic records, organize meetings, and prepare documents to name a few. Also in the human resources department they work on the staff. This can include recruitment and dismissal, training and development, health and safety, also employee organizations and unions just to name a few. A manager in the human resources department is one of the most important jobs in an organization. They are responsible for taking employee complaints, mediate conflicts, and to promote communication. Human resources (HR) managers are also responsible for...
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...can help the organisation to be successful. Line managers are the important aspect of HR department that can accomplish the organisation’s objective. There are three major level of management structure in the organisation, respectively top level (i.e. president and CEO), middle level (i.e. marketing vice president, finance vice president, and human resources vice president), and bottom level (i.e. different line managers of training & development). There is a possible evolving HR organisation example, which will be indicated the following article. Business policy and code of ethics are very important to the organisations that can help the firms to be more competitive. Human resources department is responsible for formulation of policy, approved by senior management, and the daily implementation of this policy and the monitoring of its effectiveness, and employment and career development of all individual employees in the organisation. Line managers should monitor and correct the situations of training staffs and normal working of staffs. The Role of Line Managers and (HR) Human Resources • Roles Line manager should authorise to direct the work of subordinates and has the responsibility to accomplish the organisation’s objectives (Stone, 2005). As the traditional work of HR managers decreases, line managers are stepping up and performing some duties typically done by human resource professionals (Mondy, 2007). Line manager connects directly with the employees in the general...
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...Summary Leading and managing people are an important concept in HR now days. Every company follows this concept in order to retain the employees along with that to have a proper flow of work within the organization. On the other hand maintaining an employee involvement strategy is also an important task of every organization. The given study will help to generate an idea about the mentioned countries which are China, India and Germany address the related issues regarding leading and managing people. By conducting these studies an overall idea about the communication strategy of the organization will also be identified. Table of Contents Executive Summary 1 Introduction 3 Employee’s Involvement Strategy within the Organization 3 Concept of Leading and Managing People 4 Theoretical exploration of potential opportunities/challenges in China, India and Germany 5 Communication Taking Place in the Organization 7 Relevant scenarios in terms of opportunities and challenges of HR 8 Recommendations 10 Conclusion 12 References 13 Introduction One of the main notions of the given study is to provide a brief overview about the topic related to leading and managing people. The situation of this study is designed in such a way where it has been told that after getting a promotion to be the head of the HR department with its other branches in China, India and Germany it is asked to do a research study in which it is important to illustrate the employee involvement strategy...
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...Role of Managers in Human Resource “The human resource function has gone from the traditional hire and fire role to a strategic partner at the table with finance, operations and other business centers that are not centers of profit for the organization. The job of HR, as is the job of all such departments, is to ensure that the business gets the most out of its employees. Another way to put this is that the human resource management needs to provide a high return on the business's investment in its people. This makes it a highly complex function - because it deals with not just management issues but human ones as well”(2008). The human resource manager, (HR) is responsible for many facets in the organization. The role of the HR has traditionally been to hire and/ or fire employees, implement employee training, handle employee benefits, and help to develop and establish strategies within the organization. “In this way, HR professionals are consultants, not workers in an isolated business function; they advise managers on many issues related to employees and how they help the organization achieve its goals”(Bianca,2015). The human resource manager plays a part in several areas within the different levels of the organization. The HR manager collaborates, builds relationships, helps to build a commitment to the organization, and also helps to develop the organization’s capacity to grow. These are just a few of the roles and responsibilities that the HR manages performs in an...
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...1 HR discretion: understanding line managers’ role in Human Resource Management Juan López-Cotarelo, Industrial Relations Research Unit, Warwick Business School Introduction Line managers play a central role in human resource management. In many organisations, they are charged with myriad HR-related tasks, such as filling out performance appraisal forms, interviewing candidates for employment, making salary increase recommendations and breaking employment-related news –good and bad- to employees. This paper investigates how managers carry out their HR activities. In the literature so far, the prevailing view has been that managers act primarily on behalf of the organisation, applying HR policy in ways by-and-large consistent with organisational procedures. My findings from a number of store visits at a leading UK fashion retailer, give support to a different view: that managers carry out HR activities as organisational actors who pursue a combination of organisational, departmental and individual goals. Crucial in my discussion is the concept of HR discretion. I define HR discretion as a manager’s capacity to influence his (her) team members’ HR outcomes, and their perceptions of those HR outcomes. HR discretion must be understood as a subset of overall managerial discretion 1 . Managerial discretion has been an important concept in the economics and management literatures, from very different perspectives. In economics, managerial discretion refers to the freedom managers have...
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...Mrs. Loewen states she started her career not being on the path to HR, but rather started her HR job as a part time employee. She started as an HR assistant at Lewis and Clark College, until her sons were of high school age. She then went to work full time in HR for 10 years at Lewis and Clark College. A position then became available at Western States College which Ms. Loewen states was a stretch to her comfort zone. With the change she did not realize that this new position was a one stop position as a generalist comprising of all employment functions, benefits, employee relations, safety, and training and development. Ms. Loewen attributes the 5 years in the position at Western States as an excellent preparation for this current position at Clackamas Community College. At Clackamas, there are specialists including an HR Analyst, HR Recruiting Manager, Payroll Manager, an HR Assistant, and Ms. Loewen’s job as and HR Manager. Ms. Loewen relates that she was once promoted into employment relations and her ex-boss was really gung ho. As a new HR Director he set up the goals and objectives not only for the department, but for the entire company. The employees had individual goals and organizational goals. Ms. Loewen had just completed her Bachelors degree and her next goal was to complete HR certification of PHR. The HR Director had stated on Ms. Loewen’s evaluation that she should take the PHR certification but did not have an end date. Ms. Loewen then said...
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...Castle Family Restaurant Business Assessment Nathan Przybyl-Gallagher DeVry University Introduction As most of us know, being any type of manager no matter what is being managed is a lot of work and takes a big role, even more being an HR manager. The HR manager Jay Morgan, wants to reduce or just minimize some of his HR tasks issues that are not the easiest to solve overnight because there’s so many things that Jay has to think about not only for himself, but for the family restaurant and the employees he has working there full time and part time. Being the HR consultant of this project, he has chosen me to come up with a proposal to make things run a little smoother and less expensive of course. The name of the business I will help assist with is called Castles Family Restaurant in which is a restaurant made up of 8 locations with approximately 300-340 part-time employees and only 40% are full-time employees. This isn’t a small type of business we are working with. There are so many guidelines, rules and restrictions in managing any type of Food Chain Company. There are so many things to think about as a HR manager of a restaurant. Not just the restaurant itself but the environment, industry, and the work of the employees. There is definitely more important decisions to be made, pressure, and work and responsibility. Being a HR manager, there is a considerable amount of planning that goes into all the business travel. Even though, the high costs of the gas prices...
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