In Your Opinion What Should Be The Jobs Of The Person ZP00229

Who Is In-Charge Of Human Resource In An Organization?

To be effective, the HRM area is supposed to be strategic, situational and proactive in relation to business
demands, offering support mainly to operations strategy, which among the dimensions proposed by
Kaplan and Norton (1997, 2000), is the one that depends most on people’s resourcing, development and
retention. Recent studies developed in the area of Human Resources show that the HRM department has
already become aware that people are part of the rare and hardly imitable capital. People are value
generators. They are invaluable resources in the quest for competitiveness. Searching for, preparing and
motivating them to grant their capital to the company is the major HRM strategic challenge. The main
philosophy of HRM, thus, is to achieve competence, commitment, congruence and cost effectiveness
through its people.
Human Resource Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work in the organization.
Human Resource Management is the organizational function that deals with issues related to people such
as compensation, hiring, performance management, organization development, safety, wellness, benefits,
employee motivation, communication, administration, and training. In a short way to say about HRM is
putting the right people to the right task and vice-versa to get the maximum output for an organization in
a process. The people/workforce represents one of its most potent and valuable resources in any
organizations.
Classically and traditionally, HR manager needs to determine the long-term and short-term human
resource needs; area they are needed and the requirements of jobs. Job descriptions and job specifications
will be designed base on the outcomes of the job analysis information. HR manager and his people must
be knowledgeable about the design of work process systems in which people succeed and contribute. HR
professional is also responsible for tying incentives and rewards to certain positions and roles in order to
maximize performance levels. This is a strategic thinking task because it affects every single person in the
organization and has to be planned separately for each position, depending on level, department and
goals.
Employee Development; another important role handled by the human resource is the selection
and development of employees. HR manager develops a training & development strategy according to the
requirements of legislation and provides the proper training and with the improvement of productivity and
delivery to those employees who are selected base on job requirements.
Performance management and regular, balanced and systematic appraisals must be administered
consistently in order to evaluate the performance of each individual in the organization. This allows HR
manager and people to pinpoint the weaknesses of an individual’s work style and the strengths. They can
then share this information with the employee in order to affect a change in performance. This in turn will
lead to more productivity and potentially better returns on human investment.
Managing people is one of the most difficult aspects of organizational management .It means
dealing with people who differ physically and psychologically. HR manager needs to always talk with
employees to find out what are individual assessments of abilities, interests, career needs and goals or all
kinds negative feedback. Base on all kinds of feedbacks, HR professional needs to help individuals plan
and advance their careers, which keep employees more enjoyable at their work and reduce the employee
turnover rate. We need to know that early attention to developing problems lets you turn the painful
experience of negative feedback into the more constructive process of corrective feedback.
Another job is Design of Organization. HR professional needs to analyze the work processes and
recommends improvements when necessary. He also needs to scan the world environment and identify
emerging trends that will affect the organization and the management of people therein. In this role, the
HR person contributes to the development of and the accomplishment of the organization-wide business
plan and objectives. The HR business objectives are established to support the attainment of the overall
strategic business plan and objectives. Fostering effective methods of goal setting, communication and
empowerment through responsibility, builds employee ownership of the organization. The HR
professional helps establish the organizational culture and climate in which people have the competency,
concern and commitment to serve customers well. In this role, the HR people provides employee
In Your Opinion What Should Be The Jobs Of The Person ZP00229
Who Is In-Charge Of Human Resource In An Organization?

development opportunities, employee assistance programs, gain sharing and profit sharing strategies,
organization development interventions, due process approaches to problem solving and regularly
scheduled communication opportunities. Another part of this role, HR focuses on developing
organizational processes aimed at hiring and motivating talented workers through activities such as
placing recruiting advertisements, helping develop compensation plans.
The above roles are mainly classical and traditional. The followings are the newer roles of HR
manager. In today’s organizations, to guarantee their viability and ability to contribute, HR managers need
to think of themselves as strategic partners. In this role, the HR person contributes to the development
of and the accomplishment of the organization-wide business plan and objectives. The HR business
objectives are established to support the attainment of the overall strategic business plan and objectives.
The tactical HR representative is deeply knowledgeable about the design of work systems in which
people succeed and contribute. This strategic partnership impacts HR services such as the design of work
positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems;
career and succession planning; and employee development. To be successful business partners, the HR
staff members have to think like business people, know finance and accounting, and be accountable and
responsible for cost reductions and the measurement of all HR programs and processes. It's not enough to
ask for a seat at the executive table; HR people will have to prove they have the business savvy necessary
to sit there.
As an employee sponsor or advocate ( employee’s advocacy), the HR manager plays an integral
role in organizational success via his knowledge about and advocacy of people. This advocacy includes
expertise in how to create a work environment in which people will choose to be motivated, contributing,
and happy. Fostering effective methods of goal setting, communication and empowerment through
responsibility, builds employee ownership of the organization. The HR professional helps establish the
organizational culture and climate in which people have the competency, concern and commitment to
serve customers well. In this role, the HR manager provides employee development opportunities,
employee assistance programs, gain sharing and profit-sharing strategies, organization development
interventions, due process approaches to problem solving and regularly scheduled communication
opportunities.
HR manager as a change champion. The constant evaluation of the effectiveness of the
organization results in the need for the HR professional to frequently champion change. Both knowledge
about and the ability to execute successful change strategies make the HR professional exceptionally
valued. Knowing how to link change to the strategic needs of the organization will minimize employee
dissatisfaction and resistance to change. The HR professional contributes to the organization by
constantly assessing the effectiveness of the HR function. He also sponsors change in other departments
and in work practices. To promote the overall success of his organization, he champions the identification
of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the
measures that will tell his organization how well it is succeeding in all of this

Referencing:

1. Kaplan, Robert S.; Norton, David P. (2001), The Strategy-focused Organization: How Balanced
Scorecard Companies thrive in the new business environment., Harvard Business School Press,
2. Kaplan, Robert S.; Norton, David P. (January), "The Balanced Scorecard: Measures Which Drive
Performance", Harvard Business Review,
3.http://harvardbusinessonline.hbsp.harvard.edu/b01/en/common/item_detail.jhtml?id=R0507Q&referral
=1043
4. upetd.up.ac.za/thesis/available/etd-01092004-131256/unrestricted/01dissertation.pdf –
5. http://www.explorehr.orghttp://www.citehr.com/
6. http://www.management-hub.com//
7. http://humanresources.about.com/od/hrbasicsfaq/a/hr_role.htm
In Your Opinion What Should Be The Jobs Of The Person ZP00229
Who Is In-Charge Of Human Resource In An Organization?