Premium Essay

The Transitioning Role of Hr

In: Business and Management

Submitted By navvy321
Words 999
Pages 4
The Transitioning Role of HRM
Novelette Anglin University of Phoenix
November 28, 2010

The Transitioning Role of HRM Changes in each individual and organization world becomes a need doing business differently whether from a smaller to larger firm, one position to the next, or just a general big change for many reasons. The transition structure and role of HRM can be a bit costly and reorganization for transition can bring negative and positive factors. In this paper the transitioning role of HRM will discuss and line out the factors that changed the primary role of HRM from that of functional operation to that of strategic partner, the way technology affect HRM, and how HRIS influence organizational culture and change. Factors that change the primary role of HRM from the functional aspect of operation to a strategic partner are the opportunities gaining a momentum as one of the best asset in an organization. As HRM is adopted in the strategic partner relationship the prospect defines a long-term relationship, and objectives well achieve in common aspect and with partners of the organization. The activities in the HRM strategic partnership is an intention to ensure the financial aspect of the organization. According to the strategic human resources website, the website stated that,” Partners do not hinder one another. They support each other to achieve common objectives. This includes business objectives.” Meaning that HRM role as a strategic partner is a positive to the organization, as each individual involve in the business works toward the same goal. Incorporating HRM as a strategic partner will have to increase productivity in the labor areas, and profitability will definitely increase, the talent of management in competency, The technology part will onset the information needed for the…...

Similar Documents

Premium Essay


...The CIPD Profession map is consisted of two core units, ten professional areas and eight behaviours an long with four bands. This is to give a thorough walk through and in depth knowledge of the HR profession. The profession map covers the behaviour required to carry out the HR profession. On the map all ten professional areas are categorised into four bands that gives the knowledge and understanding of what is required and needed to carry out the HR profession effectively. The eight behaviours tells us how to carry out all duties and roles of the HR profession in the appropriate and effective way. The map gives us an insight on transitioning from one band to another. The profession map helps with the focus and activities performed by the HR profession. The core units Insight Strategy and Solutions gives us an understanding of the organisation and it’s contexts and how to use the insights to tailor strategy and solutions to meet organisational needs now and in the future whilst Leading HR acts as a role oder leader, maximising the contribution that HR or your specialist function makes throughout the organisation both through own efforts and through supporting, developing and measuring others across the organisation. Each professional areas gives a desorption and clarity of what is required in that work area. Let’s look at Performance and Reward. This helps to create and maintain a high-achieving organisation by delivering programmes that reward and recognise key employee......

Words: 307 - Pages: 2

Free Essay

4dep 1

...1.1 Knowledge, Skills and Behaviors required to be effective in a HRM/D role Human Resources (HR) is fundamental to business performance and has a pivotal role to play in the decision making that enables organisations to operate effectively. In 2009, the CIPD introduced the HR Profession Map which is structured around the areas of HR activity, it focuses on what professionals need to know, do and deliver to be effective throughout all stages of a career in HR. The map is not specific to an organisations size or structure or the sector it operates in and is relevant to all HR professionals regardless of level or role. The map (fig 1.) is structured in 3 elements: 10 Professional Areas, 8 Behaviours and 4 bands of Competence. fig 1. The Professional areas Describes what the HR professional needs to do (activities) • Core These apply to all HR professionals, regardless of role, and define how the can sustain organisational performance. • Function These focus more on specialist areas within an organisation. Behaviours Describes the behaviours needed to carry out the activities within the professional areas. These are all required for the HR professional to be successful in their role and, as with the Professional areas; they are measured in 4 Bands. The Bands Describes level of professional competence and the challenges faced when moving from one to the......

Words: 684 - Pages: 3

Premium Essay

Go Green with Cloud Computing-Benefits to Hr

...Computing: Benefits to HR Name: Mala Srinivas & Animesh Giri (Assistant Professor, Dept of Information Science technology, PEs Institute of Technology-BSc) Affiliation: III Semester, MBA – HR, PES Institute of Technology – BSc Email: Title: Go-Green with Cloud Computing: Benefits to HR Name: Mala Srinivas Affiliation: III Semester, MBA – HR, PES Institute of Technology – South Campus, Bangalore Email: ABSTRACT Cloud Computing is the hot topic in today’s World. Cloud computing comes with the great advantage of providing higher energy savings, a fact which translates into being environmentally friendly. In the last few years, technology has improved immensely, taking the environment into account and providing a solution for those worrying about carbon footprints and the impact of technology into the environment. In the last couple of decades, HR has re-invented itself from the mundane activities like Industrial Relations, labour etc. to the front of a Company’s Business radar on par with Marketing, Finance, Administration and other departments. HR managers today use hundreds of strategic and collaborative technology tools to keep up the HR function fast moving. But lot of these technology tools is not implemented in a large number of Small & Medium Enterprises (SME) who forms 75% of our country’s market. Why? Because many of the SME’s are of the opinion that HR systems are......

Words: 2648 - Pages: 11

Free Essay

The Implementation Stage

...everything that is doing through developmental changes. Without the testing stage we would not know where to begin fixing the problems because the testing stage would help locate any parts of the system that may need to be improved for changed. This testing stage will help save money in the long run. According to "Implementation Coding And Installation Of The Riordan Hr System" (2014),” In the case of fictional Riordan, come up with your own examples. Thinking about potential problems before they happen and preparing for them will save both time and money later.” (Para.3). Installation The installation stage is where the new system will be run side by side with the current existing system. This will last for period of trials to compare for the purpose of ensuring that the results would be the same in the old and new systems. This is also where we will run into things that would need to be adjusted. Errors will be expected in this stage because there are usually rare cases where they would actually just work just fine with the same results. According to "Implementation Coding And Installation Of The Riordan Hr System" (2014), "Expect kinks, and work out each problem before moving on to the next phase.” (Para.4). Last thing in this stage is to be sure take care of all the bugs and kinks before moving on. Documentation The documentation stage would be the place where the technical manual for the new system will be created. This stage is the odd ball out of the six. The......

Words: 914 - Pages: 4

Premium Essay

Split Up Hr

...Split Up HR? Mind the Talent Management Gap: HR-A and HR-LO Abstract Human Resources has gone through ever-evolving changes over the years. They have been transitioning from transactional to becoming a strategic business partner with the high level executives of businesses. They are moving towards becoming the corporate centers of excellence by developing the right metric and analytics, the right talent and understanding how much human capital impacts successful business results. This paper analyzes the trends, contributions, skills and challenges that HR professionals have been and are going through to become the effective Strategic Partner. Mind the Talent Management Gap: HR-A versus HR-LO Ram Charan, a worldwide business adviser and speaker, suggests to eliminate the position of Chief Human Resources Officer and split human resources into 2 strands for the sake of practicality in helping HR build business intelligence to help organizations perform best. One strand would be called something like HR-A for administration, would manage compensation and benefits, and report to the CFO. This strand would view compensation to attract talent and not just a large cost. The other strand would be called something like HR-LO for leadership and organization, would focus on talent development and performance and report to the CEO. High potential line managers from operations or finance with business expertise and people skills would lead HR-LO. Leading employees from......

Words: 2107 - Pages: 9

Premium Essay

Hr Profession Map

... 1.1 Introduction 1.2 HR Profession Map Summary 1.3 Key area One; Strategy Insights and Solutions 1.4 Key area Two; Leading and managing HR 1.5 Summary of the Eight behaviours 1.6 Resourcing and Talent planning 1) 2) 2.1 Understanding customer’s needs 2.2 Communicating effectively 2.3 Building and maintain effective service 3. References 1.1Introduction I work as a HR administrator at Sphere Group, which operates in the recruitment sector. This report will outline the HR profession map, its two core areas and eight behaviours, before discussing the Professional area of Resourcing and talent planning. Part Two will discuss how an HR practitioner should ensure that the services they provide are timely and effective, commenting on understating the customers’ needs, effective communication methods and how to build and maintain effective service. Part One 1.2 My HR Profession Map summary The HR profession Map (HRPM) is key to helping HR practitioners understand what they are good at, what they can improve on and what they need to do to develop. The map is made up of ten professional areas that HR practitioners are involved in and need to know about, eight behaviours to demonstrate in these professional areas and four bands of professional competence. The ten professional areas are: Strategy, insights and solutions, leading and managing HR, organisation development,......

Words: 1868 - Pages: 8

Free Essay

Personal and Professional Goals previous role as charge nurse of a busy critical care unit, I knew that it was time to move on. Try something new, and that meant I was most likely going to return to school. Earning my BSN in July of 2016 is a short-term goal that will help meet both of my long-term goals. This had been an original personal goal when I first started nursing school, but with young children it quickly was put on the back burner. When my oldest daughter graduated with her bachelor’s degree, this only reinforced that it was now time. The cohort from the hospital seemed like the perfect choice for me. Going to school with colleagues will help hold me accountable for the work. I did look into a few online programs, and I did not feel that I had the motivation to hold myself accountable to do the work. The team charters that we have formed have been particularly helpful. It is like having personal cheerleaders ready to motivate and pick you up when you are down. Currently, I hold a position as clinical manager of the physiology department at the hospital. When I applied for the position, I knew that I would have a lot to learn. Transitioning from a clinical nurse for 15 years into a managerial role was going to be difficult; I just didn’t realize how difficult it would be. There is so much more to the department than just performing the EKG’s, Echocardiograms, and stress tests. I am communicating with physicians on a different level than I was used to before. Learning my new role and......

Words: 1104 - Pages: 5

Premium Essay

Current Talent Management Function

...comprise the analysis. These questions will be instrumental to the alignment of the talent management initiative with the organizational strategy. Current Talent Management Function Having a clear understanding of how a Human Resource (HR) transformation connects to the context of the business is paramount when designing strategies. Once the business leaders and HR professionals have established the needs measured against the business challenges they can design the strategies. Organizations must have the capability to deliver promises to customers. A key factor for this deliverable is talent. Companies must invest on securing candidates that are competent and committed. Ulrich et al (2009) stated that assuring competent employees comes as leaders buy (bring in new talent), build (develop existing talent), borrow (access thought leaders through alliances or partnerships), bounce (remove poor talent), and bind (keep the best talent). When it comes to managing talent, as in any other business disciplines, it is very important that there is a clear vision of what the goals are and how these relate to the business plan. Melanie Hughes, president of Org. 4 Changes, Inc. reminds us in her video, "Strategic Human Resource Management”, that in HR strategy, the goals must correspond with the organization’s purpose and objectives. She emphasizes on three areas of the business capabilities and compares them with a three legged stool; Strategy- this needs to be linked to the......

Words: 1713 - Pages: 7

Premium Essay

Developing Yourself as an Effective Practitioner.

...Assignment 1: Developing Yourself as an Effective Practitioner. Neal Roleston Activity A. Briefly summarise the HR Profession Map: The HR Profession Map is available on the CIPD website and enables CIPD members to carry out a self assessment online and receive expert advice and guidance, in turn helping them to reach their professional goals. It was developed after extensive research amongst HR Professionals and enables people to benchmark themselves against the findings. The map will constantly evolve, keeping it relevant to the changing needs of the HR Profession. The map is broken into 4 main sections: 1. Core Professional Areas – These 2 areas are at the centre of the map and are relevant to everyone no matter what level or position they work at in the HR Profession. These are Insights, strategy and solutions and Leading HR. 2. Specialist Professional areas – There are 8 specialist professional areas and they tell you what you need to know and do in relation to the 4 bands of competence (ranging from beginner to leadership or advanced level). These are Organisation Design, Organisation Development, Resourcing and Talent Planning, Learning and Talent Development, Performance and Reward, Employee Engagement, Employee Relations and finally, Service Delivery and Information. 3. Behaviours – In order to be effective, there are 8 behaviours that you will need to demonstrate in order to carry out activities as......

Words: 2290 - Pages: 10

Premium Essay

Castle Family Resturaunt

...developing of the HR department and ease the transitioning of one individual HR manager to multiple employees. There are restaurants with profits in mind and provide the same food and service while the Castle’s Family believes in family, partnerships and developing relationships with one another for a great customer service. Introduction Castle‘s Family Restaurants and it’s eight locations in Northern California employed 300-340 employees and operated under one regional manager, Jay Morgan, who is also acting as Human Resource Manager for all restaurant locations. A business plan will help Mr. Morgan with the transition, as we apply an HRIS to manage all HR and payroll needs as a solution to the time and cost problem that founded in the business exploration. Castle's Family Restaurant continues to grow along with the Human Resource needs to keep the business operative. Company Review Castle’s Family Restaurant is a midsize family-owned restaurant with 8 locations in Northern California, the company is growing and thriving that a possible 9th location project in the future. The company employs 300-340 workers to which are 40% full-time employees and 60% of the employees are part-time is due to the recession and to coordinate with the customer flow. The HR operation is growing with the size of business. The company’s value is providing good food with service. Jay Morgan is currently multi-tasking by playing both roles as operations manager and HR manager at all......

Words: 1626 - Pages: 7

Premium Essay


...New York, NY: McGraw-Hill. All electronic materials are available on the student website. Week One: HR Business to HR Technology Processes | | Details | Due | Points | Objectives | 1.1 Describe the progression of human resources information systems (HRIS) from the personnel administration field to a business-driven human capital management organizational unit. 1.2 Identify the functions an HRIS should accomplish. 1.3 Analyze the effect of HRIS on an organization. | | | Readings | Read Ch. 1 of Human Resource Information Systems.Read Ch. 1 & 10 of Web-Based Human Resources.Browse topic search strings. | | | Participation | Participate in class discussion. | | 2 | Discussion Questions | Respond to weekly discussion questions.Week One Discussion Questions * What is the goal of implementing HR technology, such as HR portals or HR software? How can these goals and objectives be accomplished? What are some challenges when implementing HR technology? * What are the benefits and challenges of using an HRIS in a large organization? How do these benefits and challenges change when using an HRIS in a small organization? * Why is a business case necessary to propose an HRIS? What should be included in a business case? How might the proposed business case affect the organization’s HR department, information technology (IT) department, business units, and other groups and users? Weekly......

Words: 2370 - Pages: 10

Premium Essay


...nationalize coupled with increasing pressure from the company?s joint venture partners to improve financial performance have led to the departure of numerous highly compensated expats, including me. I am now back in the market looking at full-time employment and consulting opportunities, e.g. the following: ? Am open to senior non-management HR roles, with emphasis on compensation and performance management development, in the USA, the Middle East/GCC, and worldwide. ? Vice-President (VP)/Director of Human Resources for small to mid-sized organizations ? VP/Director/Manager of Compensation & Benefits/Performance & Rewards ? Human Resources consulting; available for projects on an independent ?associate? basis; join ?delivery? team of a blue chip global consulting firm; conduct training workshops related to special HR strengths. I have remained in Bahrain while targeting the Middle East for employment and consulting assignments, but I am single, mobile, and available for assignments worldwide. Special Note: I have signed a contract with Petrosync in Singapore to conduct in September this year a week-long compensation workshop in Kuala Lumpur for Asia Pacific HR professionals in the oil and gas industry. Please feel free to contact me at any time via LinkedIn or at the following: 9733-623-3710 Experience Head/Compensation & Benefits Tatweer Petroleum - Mar 2011 to Jul 2012 â?¢ With Hay Group Consultants, conducted job evaluation and developed salary......

Words: 1387 - Pages: 6

Premium Essay

Traditional Project Management vs Agile Project Management

...deadlines in this type of environment. This is an example of the type of atmosphere that does not work for successful SaaS. In fact, this kind of atmosphere can be such a detriment to productivity that these projects are usually shelved before they ever even make it to the "75% complete" mark. Then new management is brought on, yet the core problem still exists - the Executive Leadership is accidentally injecting a structured and "top-down" type of software development methodology that was used mostly in the 80's and early 90's, known as "Waterfall". Outside consultants usually look far too low in the organizational chart - at the Project Managers and Lead Architects - when they are brought in by the Executives or Board of Directors to solve HR problems. Most consultants never even think to start by questioning the very people that hired them to fix the problem. Agile Management In contrast, Executive Leaders who handle every problem with a different approach inherit the side-effect of facilitating an environment that is conducive to change. When presented with what may seem to be a severely threatening problem, these leaders will often facilitate a creative "brainstorming" session between their best problem solvers (who are usually specially selected advisors, not always a Board of Directors), and the atmosphere consistently holds a positive aura no matter how serious or stressing the problem may be. The result is an environment where Project Managers and Lead......

Words: 1977 - Pages: 8

Premium Essay

Current Trends

...the importance of human resource management (HRM) and ho w it emerged, to provide some evidence of its context, to discuss its potential and future development. Many specialists underlined the fact that human resource requires more attention and careful management then any other resource of an organization. The role of the HR manager must parallel the needs of the changing organization. Successful organizations are becoming more adaptable, resilient, quick to change directions, and customer -centered. Within this environment, the HR professional must learn how to manage effectively through planning, organizing, leading and controlling the human resource and be knowledgeable of emerging trends in training and employee development. Keywords: management, human resource, personnel administration, talent management, sk ills, knowledge, international HRM, HRM trends, policies, motivation, relation, HR manager JEL classification: M12 INTRODUCTION Human resource management is a process of bringing people and organizations together so that the goals of each other are met . The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Personnel directors are the new corporate “heroes”. The today focus in business is personnel. Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order. The major purpose of HRM is to increase and improve the productive......

Words: 3670 - Pages: 15

Premium Essay


...Carbon Disclosure Project Study 2011 Cloud Computing – The IT Solution for the 21st Century Study produced for Carbon Disclosure Project by: Carbon Disclosure Project +1 212 378 2086 Cloud Computing – The IT Solution for the 21st Century Foreword Cloud Computing – The IT Solution for the 21st Century It is with great pleasure that I introduce this significant and timely study on the nascent technology of cloud computing and the important role it can play in both increasing business efficiency and reducing greenhouse gas emissions. If the 19th century was the agricultural century, and the 20th century was the century of manufacturing, then the 21st century is surely the communications century. Hundreds of millions of people are being pulled from poverty around the world – in particular in China and India. As we pass this milestone of fundamental human development we can turn to higher aspirations and goals beyond basic human needs and enrich our society through development of Information Technology. This will deliver increasing luxury in entertainment, education, information and communications. The physical goods industries lay the foundations of our modern economy; now Information and Communications Technology (ICT) and cloud computing can help enable the full flowering of human potential. A large percentage of global GDP is reliant on ICT – this is a critical issue as we strive to decouple economic growth from emissions......

Words: 10009 - Pages: 41