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The Changing Role of HR Professionals
The Changing Role of HR Professionals
The Changing Role of HR Professionals
INTRODUCTION
What is the role of HR in the company? This basic question must be
addressed first by the businesses to assure their success in the competitive
climate of the business world. It is common to all organizations to have HR
(Human Resource) Department. HR includes the talent management and
organization design. According to HR professors, HR is a one-stop shop for all
employee issues. HR looks for resolutions of the problem regarding employees.
HR units are formed to operate as the employment heart. HR is involved in
making plans for the organizations for the future. HR performs significant
administrative function like selection, evaluation, and payroll processes. As time
pass by all the activities of HR professionals has become more significant and
more complex. The degree of their workload has gone through tracking
innumerable data points on each employee, from personal histories, data, skills,
capabilities, experiences to payroll records.
Over the past years, the changes to human resource management have
gone rapidly. Most HR functions transformed faster. A study conducted
by(1995) notes that the traditional HR function represents an “industrial
enterprise model”. Playing a reactive and often subordinate role, HR (still referred
to by many as "personnel") limited itself to three sets of responsibilities: a)
administering personnel compliance functions; b) processing personnel
transactions; and c) sponsoring community and employee welfare
projects. According to (1998) HR has become a “strategic partner” of many
organizations in transforming the function from a low-level expense center to a
more visible and responsive investment center. (1997), & (1995) and
(1994) explain that one key dimension of this transformation is globalization,
incorporating the perspectives, customs, and laws of other countries into
effective HR policies.
HR PROFESSIONALS
• Staffing/resourcing/hiring
This category involves the responsibility of getting the right people for the
appropriate role or position in the company.
• Evaluating/rewarding
• Motivating/mentoring/ counseling
The task of HR professional is to make sure that the employees are
happy with their roles in the working environment, reducing disagreements or
conflicts among the employees.
• Developing/maintaining culture
• Managing/controlling
Change agent
Administrative expert
The HR function has to perform its basic functions, and this need is to
continue its evolution with the new developments that happened within the
business environment. An effective HR needs to be familiar with a variety of
newly develop tools and techniques, and with the new innovated organizational
approaches to advance the way in which traditional roles are performed. Along
with this, traditional roles also need to be enhanced, so that more value can be
derived from the information of its administrative functions.
Strategic partner
Employee champion
This must be done to support the business strategy and takes action to
recruit, acquire, or develop those talent capabilities
• Identifying experts and key stakeholders who can help in leading or supporting change plans.
The Role as Chess Master
• Understanding and influencing the opinions, ideas, concerns, and goals of executives, managers,
change initiatives
• Evaluating the positions of major stakeholders in the organization and developing strategies for
• Assessing the possible challenges, barriers, and risks to the change initiative, and defining
changes.
• Developing communication discussions and channel to facilitate two-way communication with
• Establishing resolution for the issues to ensure that any barriers to change are managed quickly
and effectively.
• Designing and re-designing the performance of the management as a team and the performance of
of the operation.
• Designing and re-designing the systems for compensation and incentive to reward the pleasing
• Providing training and development programs for executives and managers on how to create a
CONCLUSIONS
As time pass by all the activities of HR professionals has become more
significant and more complex. The degree of their workload has gone
through tracking innumerable data points on each employee, from personal
histories, data, skills, capabilities, experiences to payroll records. Over the past
years, the changes to human resource management have gone rapidly. The
traditional role of Human Resource professional as being the administrative arm
of the organization was to systematize and make policies. The role of the HR
professional in serving executive objectives has been well executed. However, it
has become a major roadblock for some organization. The role of the HR
manager is transforming and answering the changes that occur in his
organization. In order for the organizations to succeed in business environment
they are now becoming adaptable, elastic, quickly respond to changes and has
become customer-centered. (2001) explains that the HR professional must
balance the roles of being a change agent, an administrative expert, a strategic
partner, and an employee champion. (2003) stated HR professionals are
performing four key roles. These four key roles are the role of scout, the role of
chess master, the role of cartographer, and the role of architect.