...HR Roles and Responsibilities Zina Williams MGT/431 May 3, 2012 Teletha Leonard HR Roles and Responsibilities The role of human resource management has changed over the course of time. Within this paper the author will explain the different trends that human resource management uses for globalization, and technology, also how it may impact the world of e-business. Next the author will explain how diversity may affect the management of the human resource department within certain organization. Lastly the author will talk about the changing role human resource management may take when dealing with e-business and how it is done, and how it may affect the ethical standards of the organizations. About Human Resource Management Firstly, in order to explain the different roles of human resource management or (HRM) the author has to define what human resource means. Now according to "HR Certification Institute" (2010-2012), “Human Resources refers to the individuals and support systems within an organization responsible for personnel hiring and firing, applicant tracking, skills development, training, benefits administration, and compliance with government regulations. Management is all about managing people. All together human resource management means managing the availability of limited and scarce skilled people in the organization” (What is Human Resource Management). In order for the human resource manager to succeed within an organization, HRM has to understand...
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...HR Roles and Responsibilities Jennifer Hoff MGT/431 June 27, 2012 RALPH APUAN HR Roles and Responsibilities “Human resource management is critical to the success of organizations because human capital has certain qualities that make it valuable.” Employers put a great deal into recruiting, interviewing, training, and retaining their staff. Employee training, compensation, and retention are important to have a stable and safe workplace. However, as times have changed employers have changed the way employees are managed and retained. In the age of all the new technology and how employers interact with employees and how employees interact with one another. Take Google and Facebook for example integration of working teams has become a large if not the main workplace culture. Both global companies offer a service worldwide, social networking and a search engine tied together with social networking has become genius for the founders and teams of both companies. It used to be 10 or 15 years ago the boss or the human resources manager placed and advertisement in the paper or online to recruit for a job opening, candidates would come in to the office, make a phone call, or fax in their resumes and applications. How times have changed; those days seem to be long gone. Present day recruiters and HR managers place adds on job boards and the internet through various networking and internet sites to reach the most qualified candidates. Google and Facebook are alike in many ways;...
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...HR Roles and Responsibilities Paper XXXXXXXXXXX University of Phoenix Human Resources Management MGT/431 Prof. XXXXXXXXXXXXX 18 de octubre de 2007 HR Roles and Responsibilities Paper En algún momento durante su desarrollo y crecimiento, las empresas enfrentan cambios significativos en su estructura y operación. Esto se debe al factor adelanto, el cual ha traído como consecuencia que las empresas recluten recursos especializados para lograr sus metas y mantenerse competitivos en el mercado. Ciertamente para que una empresa pueda operar necesita recursos humanos que apoyen los objetivos y metas de la organización. El contar con recursos humanos capacitados para realizar ciertas funciones, propias de diferentes departamentos de una empresa, garantiza la calidad del servicio a ofrecer, así como las oportunidades de crecimiento de la misma dentro del mercado que atienda. La administración de recursos humanos conforma el corazón de las organizaciones toda vez que atiende los asuntos relacionados con la selección, reclutamiento, adiestramiento, evaluación, motivación y apoyo de los recursos que realizarían las tareas para llevar la empresa al éxito. Los roles y responsabilidades de un departamento de recursos humanos son sumamente susceptibles y complejas puesto que los movimientos que se realizan pueden ser tanto beneficiosos como dañinos para la empresa. Es por ello que, al seleccionar la persona que dirigirá este departamento, el gerente de recursos humanos...
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...The labor force in the United States has not changed by much in the past ten years as far as the age distribution goes (Bureau of Labor Statistics). While there haven’t been many changes in age for the labor force, the ethnic diversity has seen a good jump in numbers. With new policies in place and organizations trying to be fair with their equal opportunity/equal employment factor, human resource personnel have been busy making this happen as long as the proper qualified personnel take the job. One change that has affected human resource personnel is quality of employees to staff correctly. To apply for a good position in an organization, a person usually has to have a degree or at least a good history of work experience in the related field. Sometimes the work experience doesn’t mean much in these current changing trends and organizations prefer someone who knows their job by learning it in a classroom. Employers are looking for candidates that show a good sense of teamwork also referred to by many as “a team player”. HRM analyzes this and knows that everyone wants a team player because it makes everyone’s job easier and an organization flows smooth. It’s all about the consumer and HRM personnel know this. Keeping a team player on board also makes for a good person who can speak with clients if needed. Back when there were no computers, all paperwork would have to be done by hand and stored in a file, locked, and secured so that personal information wouldn’t be mishandled...
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...Understanding Organisations and the role of Human Resources An introduction to the organisation **** is a sister business to***** a private family owned company. **** is a recruitment company. There are approximately 15 employees within the company. The recruitment agency offers a bespoke service to unemployed individuals who aren’t British citizens therefore find it very difficult to find work. In most cases many clients speak very little English or none at all. Most our clients are from Polish and Russian backgrounds, although work is also available for all other ethnic backgrounds. ***** also runs another business within the same building in combination with the recruitment agency which is a competition service called *****. ************* works in conjunction with a business called ******which is a catalogue service. Together they came to an agreement whereby Express Gifts will promote the ****** membership to all their customers each time an order is placed over the phone. *********** uses automated devices to enter their 25,000 customers into over 100 competitions per month, every month, up until the customer decides to cancel. *********** is a 12 month subscription with the right to cancel at any time with no cancellation fee. The subscription charges are added onto the customer’s monthly statements issued via the catalogue therefore we do not deal with any finances or billing. All customers need to be over 18 to join. ********has a small customer service...
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...Executive Summary This report traces the evolution of the HR function from its traditional role of personnel management into what is known today as Strategic Human Resources Management (SHRM) and the role that devolution has played in this evolutionary cycle. From the research, it was observed that the devolution of HR responsibilities to line managers has enabled the HR function to take on a more strategic role as a business partner of the organization. It is also observed that devolution has benefited both line managers and employees alike by reducing bureaucratic red-tape and providing a faster approach to decision making and problem solving. The limitation of this report is that the negative aspects of devolution as noted by many researchers are not covered due to limitations in the length and scope of the assignment. Table of Contents No Title Page i Cover Page 1 ii Executive Summary 2 iii Table of Contents 3 1.0 Introduction 4 2.0 The Evolutionary Cycle of Human Resources 5 3.0 The Effects of Devolution towards Strategic Human Resources Management 11 4.0 Conclusion 14 5.0 References 15 1.0 Introduction In the last few decades, there have been extensive changes and transformations in the perspective of organizational behaviour as a whole. To quote Smilansky (1997), “organizational change has become a permanent state of affairs”. The rapid changes in the technology...
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...Clarifying the Strategic 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...
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...ROLE OF HUMAN RESOURCE (HR) FOR CORPORATE SOCIAL RESPONSIBILITY (CSR). Ms. Suhas Diwate Suhas_diwate7@rediffmail.com Name of Author/Co-Author: Suhas B. Diwate Institutional Affiliations: Asst. Professor (HRM- Department of Management Studies), Bapurao Deshmukh College of Engineering, Sewagram Correspondence Address: Suhas B. Diwate C/o B.M. Diwate, Gajanan Nagar. Near Z.P. Colony. Wardha-442001 ( Maharashtra) Contact Details: • E-mail ID- suhas_diwate7@rediffmail.com • Mob: +91 8087293033 • Fax No: NA Title of paper: “ Role of HR for CSR” ABSTRACT: Concept of CSR A Business Unit is in society, within which it operates. This speaks of a number of stakeholders to which the organization has a responsibility. The social responsibility of business encompasses the economic, legal, ethical and discretionary expectations of that society have of organizations at a given point in time. The Concept of CSR originated in the 1950s in USA. CSR became a matter of utmost importance of diverse groups demanding change in business. It is a voluntary assumption of responsibilities that go beyond the economic and legal responsibilities of corporations. Corporate Social Responsibility (CSR) covers all aspects of an organization’s operation, inter-alia the relations with stakeholders including the employees as one of them. Business cannot exist in isolation. They need the infrastructure...
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...Human Resources Management Roles Axia College University of Phoenix HCS/ 341 The heart of a successful organization has a healthy human resources department. Within the department is where the health of the organization is monitored and cured. Although management and upper management are also the main reason an organization functions well, the core of an organization is the human resource department. Fortunately, there is also management within human resources. This provides smooth function to human resources and the entire organization. Understanding the roles and management positions existing within this department is pertinent to any employee at an organization or company. To comprehend management roles in HR, one must consider a few facts. First, responsibilities of each manager is structured based on the size and current expected growth of an organization to include the “priorities of top management” (Franco, Nor. 2008). Taking into consideration the external and internal environments that affect management flow within human resources is also important role of HR management. Managers in HR care for activities such as finance, benefits, administration, employment and retention, training of new and current employees, personnel records, drug testing, and safety and wellness. In regards to international HR roles that managers support and take a part in are in “forecasting, planning, mergers and acquisitions” (Franco, Nor. 2008). External...
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...ASSESMENT 1) From Mclean she views her role as HR manager to be involved everything that has to do with the running of the store. She wants to be involved in everything to do with managing the store. Even though She is strategically focused, have a strong work ethics and has a retail experience that doesn’t make define her role as a HR manager as she needs expertise in HR , she is too involved and has to know her role a HR manager . 2) Harriman Brown’s Business strategy a) To increase productivity in every aspect of the organization by decreasing productivity. b) To invest more into new brands and product that attracts sales c) To reduce cost by developing and introducing new technological means to predict sales and manage inventory efficiently. d) To improve, attract and retain high quality employees to manage the organization effectively. 3) The structure of HR in the organization is highly decentralized. Mclean as the Manager doesn’t delegate and give roles to be carried out by the HR team. She does the entire interview by herself and wants to get involved in everything where by she runs out time to get things accomplished. 4) From the table: a) We can see that store managers don’t think more on performance management of employees. b) On remuneration its clear store managers share the views on remuneration and benefits to the employees of the organization. c) Store managers want training and development. ...
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...2009 Suparn Sharma, Jyoty Sharma, Arti Devi 205 CORPORATE SOCIAL RESPONSIBILITY: THE KEY ROLE OF HUMAN RESOURCE MANAGEMENT Suparn Sharma (PhD),Joity Sharma (PhD), Arti Devi Abstract Business organizations have waked up to the need for being committed towards Corporate Social Responsibility. But still majority have just been taking up some form of philanthropic activities for its stakeholders. Nurturing a strong corporate culture which emphasizes Corporate Social Responsibility (CSR) values and competencies is required to achieve the synergistic benefits. The employees of an organization occupy a central place in developing such a culture which underlines CSR values and competencies. The present study, therefore, is an attempt to explore the engagement of human resource management professionals in undertaking Corporate Social Responsibility. It also suggests Human Resource Management to take a leading role in encouraging CSR activities at all levels. The combined impact of CSR and human resource activities, which reinforce desirable behavior, can make a major contribution in creating long term success in organizations. Sharma S., Sharma J. and Devi A. - Corporate Social Responsibility: The Key Role of Human Resource Management 206 Business Intelligence Journal January Introducción Business houses, right from the inception of human race, have been regarded as constructive partners in the communities in which they operate. Though they have been instrumental...
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...Roles and Responsibilities of HRM and Trends and Challenge of HRM Human resource management (HRM) is most important for every organization. Now it is said that HRM is the backbone of an organization. Human resource managers are well positioned to play an instrumental role in helping their organization achieve its goals of becoming a socially and environmentally responsible firm-one which reduces its negative and enhances its positive impacts on society and the environment. A company’s workforce is the lifeblood of organizations and they represent one of its most potent and valuable resources. Consequently, the extent to which a workforce is managed is a critical element in enhancing internal effectiveness and improving the organization’s competitiveness. Human Resource (HR) practitioners play an increasingly vital role in maximizing the efficiency of the organization’s human resources since HR practices support employee behavior that is critical for accomplishing key organizational processes, thus advancing organizational success. It becomes evident that individuals performing in those HR roles need to be equipped with distinct capabilities that support the expectations, challenges and requirements of their roles and responsibilities Organizations are now looking to the HR function to go beyond the delivery of cost effective administrative services and provide expertise on how to leverage human. The competitive forces that organizations face today create a new mandate for...
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...Human Resource Management Roles Jarred Thomas HUMAN RESOURCES IN HEALTH CARE HCS/341 Human Resource Management Roles Human Resources are an important factor in all organizations no matter what the size the organization they in are.Usually when some people think of human resources they may think they are "the police” While others may think that HR is mainly implemented into a company to prevent lawsuits or to ease harassment issues within the company but that is far from the truth. While others think that HR exists to make bosses' lives easier when they want to get rid of someone. (HEFFERNAN, 2013). The primary purpose of HR is to protect the reputation and assets of the company; human resources answers only to the employer. ("Primary Responsibilities Of A Human Resource Manager", 2013).In orders to do this Human resources need to stay on top of an ever-changing employment and legal landscape, and are often asked to be way ahead of the departments they oversee. They need to be intimately aware of issues that will have a tremendous effect on the company while continually frustrated with the lack of authority to conduct real change. ("Primary Responsibilities Of A Human Resource Manager", 2013). As you can see Human Resources roles in a company is very important. Within this department those who are in the Human Resource Management position has their own roles that they have to do in order to...
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...The Strategic Role of Human Resource Management The strategic role of Human Resource Management How Human Resource function has changed from past to today? Human Resource function in the past The role of the HR professional is changing. In the past, HR managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork. When you consider that the initial HR function, in many companies, comes out of the administration or finance department because hiring employees, paying employees, and dealing with benefits were the organization's first HR needs, this is not surprising. In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. While some need for this role occasionally remains — you wouldn’t want every manager putting his own spin on a sexual harassment policy, as an example — much of the HR role is transforming itself. Human Resource Function now The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer- centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate...
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...The impact of information technology on the HR function transformation By Yu Long 0123404 Graduation Committee: First supervisor: Dr. T. Bondarouk Course coordinator: Pro. Dr. J. K. Looise Master Thesis, Business Administration HRM University of Twente March, 2009 Preface This master thesis concludes my life as a student, which is performed under the supervision of Twente University in the Netherlands. The research is the terminal of the program Human Resource Management. Doing this research not only improves my skill on literature searching, information analysis, but helps me to gain more profound knowledge about e-HR. During the research, I have got great support from several persons, and now, here is the opportunity to thank them. At first, I give special thanks to Jiajie Li, my boyfriend. He accompanies with me during the whole research period. Besides dealing with my impatient and anxious attitude, he also put great effort on improving my thesis. His optimistic and serious attitude influences me, and makes me continue the research with better and better results every time. His support is very meaningful for my research period. Secondly, I would like to thank Ms. Tanya Bondarouk, and Prof. Jan Kees Looise for their excellent support, feedback and guidance. Both of them give me fruitful advice on how to improve my work. And they always give me timely feedback on my work, which encourages and makes me belief that I can hand in a satisfactory report under the effort...
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