HR ROLES

Different Roles for HR ManagementFigure 15

HR Management RolesAdministrative RoleClerical and administrative support operations (e.g., payroll and benefits work)Employee Advocate RoleChampion for employee concernsEmployee crisis managementResponding to employee complaintsOperational RoleIdentification and implementation of HR programs and policiesEEO, hiring, training, and other activities that support the organization.

Strategic Role for HRHR becomes a strategic business partner by:Focusing on developing HR programs that enhance organizational performance .Involving HR in strategic planning at the onset.Participating in decision making on mergers, acquisitions, and downsizing.Redesigning organizations and work processesAccounting and documenting the financial results of HR activities.

Overview of HR Management RolesFigure 17

The Changing Nature of Work EmploymentLevels of unemploymentSectoral shift in employmentGreat female participation in labor marketShift to atypical workAgencies, sub-contracting and self-employment

The Individualization of workWorking hours and patternsWork intensification and flexibilityLoyalty and commitmentThe decline of trade union influenceStrikes and conflict at work

Legal and Institutional Forces on HRMIndividual rightsCollective rights and obligationsGovernment bodiesEmployers organizationVocational Education and Training

HRM-Savior or IrrelevanceHRM makes the differencePerformancePartnershipCommitmentHR on the Board

HRM is a costly luxuryShort term financial performanceLow wages and low skillsNot a management priorityMeaning of HRM

The Meanings of HRMFombrunvsBeerSoftvsHardStrongvsWeakParticular stylevsArea of studyHr functionvs Hr as a management activity

The field of HRMOrganisational context and institutional forms HRM, strategy and performanceHR policies and practiceThe contested nature of HRMHRM across organisational boundaries