Human Resource Management Roles

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What are the Human Resource Management Roles? Meaning.

1. 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

2. Knowledge Facilitator. Facilitates both knowledge capital (held in explicit and implicit sources) and knowledge flows. Compare: Knowledge Management (Collison & Parcell)

3. 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

4. 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:

1. 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.

2. 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.

3. 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."

4. 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.

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Best Practices The top-rated topics about Human Resource Management Roles. Here you will find the most valuable ideas and practical suggestions. Role Human Resource Management in Globalisation Any idea what is the role of Human Resource Management in meeting strategic challenges posed by globalisation? Thanks.... 18   3 comments Is HR Really Viewed as a Strategic Partner? HR is no more considered as a back office, mundane job. It is now believed to form an integral and important part of any company. Right. But how true is that? Did indeed the view of people towards HR ... 16   57 comments Steps in Developing HRM Strategy Step 1: Get the 'big picture' - understand your business strategy. * Highlight the key driving forces of your business. What are they? e.g. technology, distribution, competition, the markets.... 16   2 comments Crisis! What Alternatives can HR offer for Downsizing or Reducing Payroll Salaries? In times of crisis, companies make difficult HR decisions and often choose between downsizing or reducing payroll salaries, but really what is the best option? Are there other alternatives that can he... 16   9 comments HR Strategy: Getting Everyone On-Board HR strategy and the business strategy must be totally integrated. (Kearns, 2008). Employees have to know and understand the vision of the business and believe they are somehow benefiting beyond just r... 16   28 comments Workforce Model of Organizational Development The Workforce Model Of Organizational Development (Workforce MOOD) enables a review of an organization's workforce. The Workforce MOOD identifies a phased 12-step framework that can be used to review ... 13   5 comments HR 2020 - a New Vision Hi everyone, I encourage you to look ahead to the year 2020. What do you see as the challenges and priorities for your HR Organization? In the last 20 years, we have seen a multitude of challenges. In... 12   27 comments The Integrative Model of Human Resource Strategy Formulation The Integrative Model of Human Resource Strategy attempts to establish a true integration between the corporation's overall strategy, the HR strategy, and certain operational systems. The model is der... 11   5 comments What is Entrepreneurial HR? I am very interested in getting the views of others on Entrepreneurial HR, which allows HR professionals to relate to the daily operations of the organization. In this form, HR activities affect ... 9   4 comments What is the Most Important HRM Role? Why? Ulrich defines a HR manager's 4 key roles as: being a strategic partner, change agent, employee champion and administrative expert. Which is in your opinion the most important role of these 4 for... 9   12 comments What Parameters Determine the Best Organizational Model for HR? I have worked in a number of organizations. The way the HR function and activities were organized was quite different. 1. CENTRALIZED. The most effective in terms of the number of HR positions wa... 8   23 comments The Role of the Chief Human Resources Officer in the Boardroom A Corporate HR Officer (CHRO) used to be relatively unimportant in terms of influencing decision-making compared to other C-suite functions ( such as the CEO, CFO, COO, CIO, CTO, and CMO), mainly focu... 8   40 comments Employee Grievances Redressal What is the need for employee grievances redressal? What is it's importance and how is it done? When should it be done?... 7   3 comments Key Sections of an Employee Handbook I have been told that an effective employee handbook is important for an organization to manage staff and enable leaders to provide effective leadership. What are the key sections and activities found... 7   6 comments Most Comprehensive Human Resource Management Model Hi, I would like to know which is the most comprehensive Human Resource Management model? Is it the congruence, transformation, strategic HR etc? What aspects are the current models not addressing?... 6   11 comments Recruitment - Attracting Best Applicants What is the most effective way in attracting highly-qualified applicants? There are lots of ways to attract applicants, but what do you think is the best one?... 5   10 comments

Expert Tips Advanced insights about Human Resource Management Roles. Here you will find professional advices by experts. 4 Changes in HR Roles and HR Responsibilities Due to Agility Recruitment, Job Definition, Performance Evaluation, Leadership Development When an organization is going Agile, it requires different ways of talent management to facilitate its transformation. I...

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