This is a new role for HR and therefore it may have to acquire new skills and capabilities. In time, the concept of HR as a strategic partner will make business sense.
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Becoming an Administrative Expert
- In their new role as administrative experts, however, they will need to shed their traditional image of rule-making policy police, while still making sure that all the required routine work in companies is done well.
In order to move from their old role as administrators into their new role, HR staff will have to improve the efficiency of both their own function and the entire organization. But decreased costs aren't the only benefit of HR's becoming the organization's administrative expert. Impr oving efficiency will build HR's credibility, which, in turn, will open the door for it to become a partner in executing strategy.
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Becoming an Employee Champion
- Companies cannot thrive unless their employees are engaged fully. Engaged employees - th at is, employees who believe they are valued - share ideas, work harder than th e necessary minimum, and relate better to customers, to name just three benefits. In their new role, HR professionals must be held accountable for ensuring that employees are engaged - that they feel committed to the organization and contribute fully. HR must now take responsibility for orienting and training line management about the importance of high employee morale and how to achieve it. In addition
, the new HR should be the employees' voice in management discussions.
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Becoming a Change Agent
- The new HR has as its four th responsibility the job of building the organization's to embrace an d capitalize on change. HR's role as a change agent is to replace resistance with re solve, planning with results, and fear of change with excitement about its responsibilities.
Perhaps the hardest and most