Discuss about the Human Resource Management for Essential Perspectives.
The roles of HR professionals are described in the classic form by David Ulrich. These five roles play a vital character to act as the representatives of the company. The roles of HR professionals comprises of the strategic partner, change agent, administrative expert, employee champion and employee advocate. In the coming sections of the paper, these five roles and the way these add value to the strategic and operational work of the organization are to be worked out. In addition to this, an equally important part of the description is to underpin the need for HR managers so as to have a hold at the executive table. It would lead to help and boost the human capital of the organization as well. On the basis of this, the broadness of the HR role in the professional setting could be made understand heading to the development of the positive relation amongst the employers and workforce.
The five of these roles are said to be equally important to form the linkage with the organizational members be it employees, the board of the management, and the directors of the company. Five of these roles to explain in a detailed manner to gain understanding with it and the way it contributes more towards strategic and operational work of the organization. (Sparrow, Hird, Hesketh & Cooper 2016, pp 1).
The five of these roles are designed with the intention to make an organization more effective and to become more of amicable with the workers. This would automatically serve the best interests of the company and allow it to grow and develop in an incessant manner. David’s view towards human resources model is to concentrate on the roles rather focus on the functions. At first, the ultimate aim is to form concentration with this role just to have a better start and to make an organization the best place to work. Human resources are the supporting pillars of an organization and their presence is very much inevitable just to carry on with strategic and operational activities.
Strategic Partner: The Human Resources act as a Business Partner for an organization. As a Business Partner is assigned with a task to have communication with the clients of the company such as creditors, investors, stakeholders, customers, and suppliers. All these come under contact of the Human Resource Professional. As a strategic partner, the role is to figure out the weak areas and to rectify it. To locate the need of the human resources and to recruit and place them at requisite positions. As a business partner, used to share goals with his team members. On an overall basis, the environment is made highly productive just to raise harmony in between the workers. Along with this, the diversity management is also carried out (Becker, Ulrich & Huselid 2013, pp 1).
In all, strategic partners act as a contact point in between the customers and the employees. Due to this, the qualities within the team members get communicated to the concerning people and feedbacks drawn result in managing the talent at the workplace as well. Strategic partner plays different roles at the same time and also work well with the changing needs and requirements. It moves forth with the cross-functional project that aims at supporting the innovation aspects, and to develop the talent levels in a simultaneous manner (Hunter 2006, pp 4).
Change Agent: The term is very much clear and explains the roles and accountabilities to be performed on the part of the Human Resources Professional. The change is very much necessary on the part of the company. It supports and allows an organization grow and excel at an incessant basis. At some or the other times, there is a great need for a company to move forth with certain decisions. These can be related to evolution, expansion, and or to amend the goals or objectives. This is the time when there is a great need to communicate about these changes and also to make it take place in an internal manner. The vital part is to play the role with due effect and to plan for the things needed to make the change take place in a successful way (Gilley & Gilley 2009, pp 9).
For doing the same, the employees are to offer with the training sessions just to accommodate as per the new situations and become well-versed with the set of new skills. At the same time, the change to bring in the business goals, job descriptions, and to justify about these altered roles. The ultimate task carried upon at the part of the change agent is to allow an organization acclimatize for its next stage of development or fruition. As a change agent, an immense level of support provided to the workers is also highly admirable. It leads to bring forth best possible initiatives and to make it easy for the employees to move with these changes (Ulrich, Younger, Brockbank & Ulrich 2012, pp 61).
Administrative Expert: Administrative Expert is the most transactional role. In absence of this, it becomes very much difficult to draw in trust and to play the strategic roles. For this role, the need is to be well-versed with the changes in legislation, ruling, occupational health and safety standards, and other types of labor or trade law. Deep knowledge of the law is very much essential just to deal with the difficult attitude of the workers, bargaining with the unions, and to have accurate details of the employees. Along with this, it is equally important to possess check on the way an organization complies well with respect to these laws. Employee’s information and particulars are to be perfect and made up to date (Wilczek 2008, pp 4).
The most effective use of the Human Resources Information System is also an important step to safeguard and secure the employee’s details and records. This role is the most noteworthy one as it helps an organization to have the most advanced mode to work on, and also to work on paperless policies. Additionally, to have such a system that could help in securing them for the organization’s betterment. This acts as the most requisite aspect to make an organization work in a smooth and effortless manner.
Employee Champion: Employe Champion is the task that looks from the side of the worker’s betterment. It is an important area to look on and to take a stand for the worker’s goodness. This takes place to give importance to the workers and make them appear to talk about their issues. Human resources professional has to listen to them regarding their problems. It seems to be the best possible area in order to form the better relationship with them. Most importantly, the workers would feel part and parcel of the organization. Regular communication sessions are to organize and to develop know-how with their areas of problem. It can take place with regards to surveys, suggestion programs (Ulrich 2013, pp 123).
Not only this, the workers are to ensure about the fair hearing from the part of the concerned official. It is the most necessary part to make workers feel happy and please enough. In a similar way, the control can also be made formed on the ongoing circumstances and could help in having the most strong and skilled workforce. It seems to be very much necessary to maintain the growth and productivity levels at its best (Gordon 2009, pp 3).
Employee Advocate: As the term represents itself, the HR Professional to act as a supporter for his team of workers. In this, the requirement is to safeguard their interests and to ascertain balance of the strategic initiatives. For this, it is mandatory to maintain regular touch with the workers just to help them put their points and to figure out any imbalance with the culture of the company. In an organization, the employees should have the reasonable opportunity to apply for the respective job positions.
It is equally important to have an effective compliance and grievance procedure that does not make employees receive any kind of unfair and unjust experience from the part of the company. Talent and career management are to be taken care of just to helping workers grow at its largest. On the whole, it would strengthen the roots of the business and be of great assistance in enjoying the long-term presence at the market level (Robinson 2009, pp 3).
The above stated are said to be very much important from the standpoint of maintaining better and favorable working conditions. In turn, the employees would provide the best possible input just to have better output. This seems to be an ideal position for an organization and it looks forward to the same as well. It means a lot for an organization to have an enhanced and improved organizational culture that leads to an immense level of growth and progress. With this, it could be made out effectively stated that the results drawn could be of great significance and add value to the organizational effectiveness. The Strategic and operational focus could go on successfully leading to the most desirable outcomes.
These five roles have their relative significance and contribute value to the strategic and operational work of the organization. Actually, these characters are specific in nature and make sure that the assigned tasks go on smoothly and effortlessly. By having clarity in roles, the human resources would definitely be able to reveal skill and expertise at their part. In all, it results in having better strategic and operational activities. The human resources would be capable enough to take in active part with the formation of the strategies that could result in a better tomorrow and a bright future (Storey 2009, pp 125).
The next possible step would be an operational focus. It comes out to be the most important step as it involves the implementation of the developed strategies. This seems to be very much important from the perspective to support an organization grow and excel at an incessant manner (Marciano & Wingrove 2014, pp 2).
After discussing the roles of HR Professionals, next possible move is towards the power of strategic partnering. In the respective section, the aim is to concentrate as to how HR professionals can take up a seat at the Executive table and become strategic partners in the senior management team, leading the effort to enhance the human capital of the organization.
The HR Professionals placed in the higher position need to be responsible and active just to participate as the strategic partners of the company. Strategies formation are the most chief part for an organizational success in the long-run. When the HR Professionals duly understand its significance and join hands as strategic partners, it would lead to exemplary resultants.
The Strategic partnership is said to be very much important just to come forth with the most well-developed strategies leading to successful outcomes. Human resource professional placed at this position should take an initiative to bring forth likely changes to the way human capital enhancement could shape up. It is highly mandatory to look upon human capital as it is the most precious asset for an organization.
There have to be relevant changes that could put in having such a culture that supports workforce to raise their performance levels. Along with this, the organizational culture should be motivating enough to obtain far better performances on the part of the organizational members. In this way, the human capital and its enrichment would move on to the positive side. It seems to be very much important looking on the areas that demand more improvement and amelioration.
Motivation and leadership have to move together in the most hopeful manner. Job descriptions, training and development sessions, and employee’s surveys are to go on a regular basis. On doing the same, it is very much sure that the results obtained would be far better and remarkable enough. In a similar way, the need is just to make sure that the initiatives are to be taken up at the part of the HR professionals (Savitz 2013, pp 16).
There should not be any scope left that could work for the betterment of the human capital. The power of strategic partnering could be made out effectively stated in a way that the results drawn in would be money-spinning at the part of the organization. The accomplishment of the goals and objectives can also be executed in the most likely manner leading to more of advancement and progression in the near future. There rests great necessity going for making sure that the best and sought-after returns are received.
The human capital enhancement is the most necessary and indispensable part of an organization. In doing the same, the strategic partnering needs to be very much powerful and well-built. By means of strategic partnership, the initiatives could be fastened on and it helps in considering a step ahead for a better tomorrow (Wilkins & Carolin 2012, pp 3).
Human capital safety and security at the workplace is the crucial requirement just to deal with the ongoing situations and to draw in the most promising returns. The power of strategic partnership need not deny at any possible cost. This would demand to work for fostering and strengthening of the human capital at respective designations. Along with this, the decisions taken for the same would help in meeting the so-called expectations. As a result, the human workforces would be able to have the better association with the company’s members and would play their role willfully and honestly (Boroughs & Rickard 2009, pp 67).
Most importantly, it would offer happiness and delight to the workers and make them motivated enough to do the job in the most requisite manner. This shows the power of strategic partnership and as to how it underpins human capital position in the most hopeful manner (Ulrich & Brockbank 2005, pp 9).
There rests great necessity to allow the HR Professionals take a seat on the respective executive positions and to take such decisions going to favor the workers and their presence. Consequently, they would show their caliber and potential in meeting the strategic and operational goals and to allow the firm have far better growth and success at the industry level (Schawbel 2012).
The strategic partnership holds great power and influence on the human resources of the organization. It would definitely influence them in the most positive manner. Most importantly, it would motivate them to play their role with due diligence. Employee turnover and absenteeism would surely go low turning to the most brighter side for the company. The Employee would have positive relations with their bosses and it is the most positive signal. Employees would also feel that the company is fulfilling all the promises made at the time of recruitment and it maintains their trust and faith also.
After going through the whole explanation, it is important to direct recommendations to take care of future practices at an organizational level (Williams 2007, pp 22). The final focus is toward enhancing the strategic role of HR professionals and gaining a seat in senior decision-making forums. This could be done by giving this much importance to the HR professionals and to widen up their roles. Strategic roles are to be made enlarged to have a say at the executive and management level (Martin 2008, pp 8).
There has to be scope for the HR professionals in order to gain a seat with regards to the senior decision-making forums. On doing the same, it could be made out effectively stated that the best possible presence to be offered to the concerning people just to realize far better growth and evolution. Senior decision-making forums need to have place reserve for the HR professionals so that they could also take in active part in arriving at the most productive decisions (Köster 2007, pp 6).
It mainly looks forward to giving an opportunity to the HR professionals have the platform to talk about the betterment of the workers and to make the organization recognize about core role of the human resources (Sims 2007, pp 70). The Strategic role needs to raise just for the sake of allowing the firms grow and progress at a long perspective. It becomes very much requisite going for managing tasks and activities to receive the best possible outcomes (Armstrong 2010, pp 37).
By enhancing the strategic role of HR professionals and gaining a seat in senior decision-making forums, the support to the human capital is rendered. It turns out to be the most positive aspect of acting well on the crafted strategies and to move forth with the operations (Mathis & Jackson 2011, pp 2). Moreover, it would lead to receiving of the far-sighted results and to carry upon duties with due efficacy (Amos, Ristow, Pearse & Ristow 2009, pp 8).
Conclusion
At the end, it could be stated that the role of HR professionals can be very much successful with respect to consideration of an effective HR Model. It is the most anticipated position and would add on great growth and worth to the company. Its reputation and standing would raise in front of the concerning people. Human resources would serve well to the company’s best interests and would form the better relationship with each other. All these key ingredients are very much necessary for a bright future and for the fulfillment of the mission and vision statement. This is the reason that the roles to be taken care of and the strategic partnership to move on successfully by considering human capital betterment as a priority.
References
Amos, LT Ristow, A Pearse, JN & Ristow, L 2009, Human Resource Management, 3rd ed., Juta and Company Ltd., Cape Town, pp 8.
Armstrong, M 2010, Armstrong’s Essential Human Resource Management Practice: A Guide to People Management, Kogan Page Publishers, Pentonville Road, pp 37.
Becker, BE Ulrich, D & Huselid, MA 2013, The HR Scorecard: Linking People, Strategy, and Performance, Harvard Business Press, Boston, pp 1.
Boroughs, A & Rickard, C 2009, Using Technology to Create Value: Designing the Tools for the New HR Function, Gower Publishing, Ltd., Burlington, pp 67.
Gilley, JW & Gilley, AM 2009, Strategically Integrated HRD: A Six- Step Approach to Creating Results-Driven Programs Performance, Basic Books, Cambridge, pp 9.
Gordon, EE 2009, Winning the Global Talent Showdown: How Businesses and Communities Can Partner to Rebuild the Jobs Pipeline, Berrett-Koehler Publishers, San Francisco, pp 3.
Hunter, I 2006, HR Business Partners, Gower Publishing, Ltd., Burlington, pp 4.
Köster, M 2007, Human Resource Management Versus Personnel Management, GRIN Verlag, Norderstedt, pp 6.
Marciano, P & Wingrove, C 2014, SuperTeams: Using the Principles of RESPECTTM to Unleash Explosive Business Performance, McGraw Hill Professional, New York, pp 2.
Martin, J 2008, Human Resource Management, SAGE, City Road, pp 8.
Mathis, RL & Jackson, HJ 2011, Human Resource Management: Essential Perspectives, 6th ed., Cengage Learning, Mason, pp 2.
People Solutions n.d., viewed 29 September 2016, < https://paulkeijzer.com/engageco/people-solutions/>.
Robinson, DG 2009, Strategic Business Partner: Aligning People Strategies With Business Goals, ReadHowYouWant.com, San Francisco, pp 3.
Savitz, A 2013, Talent, Transformation, and the Triple Bottom Line: How Companies Can Leverage Human Resources to Achieve Sustainable Growth, John Wiley & Sons, San Francisco, pp 16.
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Sims, RR 2007, Human Resource Management: Contemporary Issues, Challenges And Opportunities, IAP, Charlotte, pp 70.
Sparrow, P Hird, M Hesketh, A & Cooper, C 2016, Leading HR, Springer, New York, pp 1.
Storey, J 2009, The Routledge Companion to Strategic Human Resource Management, Taylor & Francis, Abingdon, Oxon, pp 125.
Ulrich, D 2013, Human Resource Champions: The Next Agenda for Adding Value and Delivering Results, Harvard Business Press, Boston, pp 123.
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