Definition Human Resource Management Roles. Description.
In an attempt to classify HR managers into categories,
Lengnick-Hall and Lengnick-Hall (2003) distinguish the following Human
Resource Management Roles:
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Human Capital Steward. Acts as a guide and facilitator
in partnership with employees with the aim of achieving the highest return
possible on a company’s human capital investments. Compare:
Skandia Navigator
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Knowledge Facilitator. Facilitates both knowledge
capital (held in explicit and implicit sources) and knowledge flows. Compare:
Knowledge Management
(Collison & Parcell)
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Relationship Builder. Manages relationships between
individuals and groups both internal and external to the organization to
enhance social capital across the total value chain. Compare:
Dimensions of
Relational Work
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Rapid Deployment Specialist. Takes responsibility
for the development of flexible human capital resources with an emphasis
on adaptability, tolerance
and capacity to learn. Compare:
Appreciative Inquiry
Dave Ulrich distinguished between 4 other HR philosophies:
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Strategic Partner. HR must ensure that its practices,
processes, and policies complement the overall organizational strategy.
It needs to develop a capacity to execute that strategy. HR must minimize
the time it takes to implement the strategy.
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Change Agent. All organizations change. In recent
years the rate of change has increased dramatically, due in part to the
globalization of the economy and enhancements in communication (e.g. the
Internet). The HR role is to facilitate that change in organizations. This
includes modeling change to other departments, advocating change across
the entire organization, resolving issues that arise from change, and institutionalizing
change by implementing efficient and flexible processes.
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Administrative Expert. This is the role to which
HR dedicates most of its time, and rightfully so. This role involves HR
infrastructure, such as recruiting, hiring, compensating, rewarding and
disciplining, training, recordkeeping, and terminating, and any other process
that involves people. HR must ensure that these processes are efficient
and optimized, which requires tracking, monitoring, and continuously improving.
"You have to deliver on the basics," says Ulrich, "because it is much easier
to change when there is confidence in the infrastructure."
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Employee Champion. This too is a traditional
HR role, similar to 'employee advocate.' To be employee champions, HR must
know the employees well and spend time meeting with and listening to employees.
HR must promote communication, which can include employee surveys, employee
suggestion programs, all-employee meetings, on-going communication of business
status, and any other program that can make employees feel part of the team
and dedicated to customer service. This role also includes ensuring that
employees who are having problems get a fair hearing.
Recent User Comments
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Dirk Jan - Nederland
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Dutch Strategic HRM Process Model |
"Following steps can be used to develop a strategic HRM plan and action plan (Source: Kouwenhoven, van Hooft en Hoeksema: De praktijk van strategisch personeelsmanagement,2005):
0. Prepare (involve top management, assess willingness for change,establish team)
1. Analyze Current vs. Future Organization Profile (use EFQM Model or 7S Model)
2. Determine what are the main HRM Issues (culture change, size of workforce, in/outsourcing, leadership development), etc
3. HRM Organization (People, Processes, Structure, Technology)
4. Develop Action Plan
5. Implement Action Plan (monitor, adjust if and where necessary)" |
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KORIR JOHN - Kenya
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Competitive Advantage of HR |
"Though HRM is always seen as a necessary expense to organizations, it means more than that. It does not only imply the process of planning, organizing, leading {directing} and controlling. I intend to define the competitive advantage gained out of all this..." |
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 Comment on this Page
Compare with:
Personnel Management
Types |
Bridging Epistemologies
| SECI model
| Organizational Learning
| Organizational
Memory | Action
Learning |
Changing
Organization Cultures | Coaching
|
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