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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Information Sources Various sources of information regarding Human Resource Management Roles. Here you will find powerpoints, videos, news, etc. to use in your own lectures and workshops. Strategic HRM: Human Resources as a Strategic Partner Human Resource Management, Strategy, Value Creation Presentation about Human Resources (HR). The presentation focuses on why and how HR can play a role in defining a compan (...) Introduction to HR Outsourcing Human Resource Management Outsourcing, HR Outsourcing, HRM Outsourcing Introduction into the outsourcing of HR, including the following sections: 1. Current HR status? 2. What is happening (...) Workforce Planning for Today Workforce Planning This presentation plays attention to workforce planning in the dynamic and ever-chaing environment in which we live toda (...) Global HRM in a Globalized World Globalization, Global Human Resource Management, International HRM Presentation that introduces the concept of international HRM. The presentation includes he following sections: 1. Intr (...) Corporate Diversity and Inclusion Cross Functional Team, Organizational Culture, Globalization, Organizational Change, HRM, Cultural Dimensions In this introduction video, top managers of Skanska share their vision on Diversity and Inclusion and the strategic impo (...) Improving HR Processes: The HPWS Model HRM, HRD, Human Resources Management, Employee Commitment This presentation is about the concept of high performance work systems. The presentation includes the following section (...) Dealing with Harassment and Discrimination in Workplaces Employee Harassment, Employee Discrimination, Sexual Harassment, Workplace Harassment, Workplace Discrimination Presentation about unsafe and unfriendly workplaces, that includes characteristics and the practices to minimize them. T (...) Managing Employee Separation and Employee Retention Employee Turnover, Employee Retention, Employee Separation, Discipline, Layoffs, Dismissing, Employee Termination Presentation about the retention and separation of employees, including the following sections: 1. Learning Objectives (...) The Changing Roles of HR and 7 Future Challenges for HR Human Resource Management, HR Challenges, Future of HRM, HR Trends Presentation about Human Resources, thereby focusing on the changing environment that in turn changes the nature Human R (...) International Human Resource Management Human Resource Management, Globalization, HR in Multinationals Presentation about HRM in an increasingly globalized environment. The presentation includes the following sections: 1. (...) HRM Issues in a Dynamic and Changing Environment Human Resource Management This presentation is about HRM being in such a dynamic environment. The presentation is an overview of the main challeng (...) Work-Family Conflicts and Work-Life Policies Performance Management, Work-Life Balance, HR, Programs This presentation is about Work-Family Conflicts and Employee Performance. The presentation includes the following secti (...) Jack Welch's Vision on the Role of HR and HR Leaders Understanding the Role of HRM According to Jack Welch HR is one of the two most important functions of a company, besides finance. HR is the driving f (...) Fatigue Management as Responsibility of Employer and Employee Fatigue Management, Human Resource Management, Absenteeism, Two Factor Theory, Commitment This presentation elaborates on the management of fatigue and the management of it, and includes the following sections: (...)

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