SalmaNaaz
Hi All, Kindly tell about The Different Types of Hr and their Roles
From India
Hiten Parekh
29

Hi Salma !!

Here is a theory which will be helpful to you to get to know more about role of HR.

Theorist: John Storey

Four potential styles of managing Human Resources

Adviser, Changemaker, Handmaiden, Regulator - Styles that can be adopted by a manager who is primarily responsible for Personnel / HR.

Adviser – Adviser act as internal consultants to other managers by providing strategic direction on the management of Human Resource. This strategic focus means they are less concerned with day to day personnel issues, and have passed on responsibility for this to line managers.

Changemaker – They are focused on the broader business objectives and concern themselves with ways that the management of HR can contribute to achieving these objectives. They are interventionary in the sense that their main concern is with devising policies and processes that integrate day to day personnel issues with all other aspects of the business.

Handmaiden – They react to the requirements and demands of line managers, often adopting a firefighting role when personnel problems surface. They are tactical, rather than strategic, and tend to have a subservient, attendant relationship to line managers (hence the label, handmaiden).

Regulator – They devise and monitor rules and procedures for managing people. They have hands on approach to people management, thereby intervening rather than leaving issues to line managers. Their interventions are largely tactical; they are not involved in strategic issues.

- Hiten

From India, New Delhi
leolingham2000
260

SALMANAAZ,

HERE IS SOME USEFUL MATERIAL.

THE ROLE OF THE HR VARIES WITH

-the type of organization.

-the individual HR MANAGER'S MANAGEMENT STYLE.

-the structure of the business

-the corporation's expectations of HR POSITION IN THE ORGANIZATION

-THE BUSINESS SITUATION

ETC.

================================================== ===

HR ROLE VARIES WITH THE SCOPE.

What is the SCOPE of HRManagement IN THE ORGANIZATION.

THIS AGAIN WILL VARY WITH ORGANIZATION / TIME PERIOD.

Establish , direct, administer and coordinate the overall HR PROGRAMS

for all the departments of the company.

Strategically plan for, develop and efficiently/effectively operate

the services and capabilities of the company , in alignment with the

corporate objectives / strategies. These activities include

-studying economic indicators

-tracking changes in supply and demand of labor

-identifying departments and their current and future needs

-monitoring the HR performance.

============================================

HR ROLE VARIES WITH THE HR ACTIVIES WITHIN THE CORPORATION.

What are the areas HR management covers in an organization

THIS IS ANOTHER QUESTION THAT NEEDS TO BE LOOKED AT.

-HR AUDITING

-HR BUDGETING

-Strategic HRM Planning

-HR Strategies and Policies.

-HR and change management.

-Competency-based HR

-Knowledge management

=============================

JOB DEVELOPMENT

-Job analysis

-job Role/

-Job Description.

-Job specifications

-Job enrichment

-Job rotation

=========================

RECRUITMENT/ SELECTION

-recruitment

-selection

-induction

-orientation

===========================

ORGANIZATIONAL BEHAVIOR PROGRAMS

-employee engagement

-motivation

-organization culture

-organization development

==============================

ORGANIZATION

-org. designing

-org. structuring

-org. development

-job / role structuring

=====================================

HUMAN RESOURCING

-HR planning

-manpower planning

-succession planning

-talent management

=============================

PERFORMANCE MANAGEMENT

-performance appraisals

-performance managing the processes.

================================

HR DEVELOPMENT

-org. learning

-training

-education

-development

-Training evaluation

-e learning

-management development

-career planning /development.

=============================

REWARD MANAGEMENT

-job evaluation

-managing reward process

-administration of rewards

-benefits

==============================

EMPLOYEE RELATIONS

-organization communications

-employee communications.

-staff amenities

=================================

HEALTH AND SAFETY.

-OHS

=================================

HUMAN RESOURCE INFORMATION SYSTEM.

====================================

-compensation development

-coaching

-counseling

-staff amenities planning

-event management

-Salary administration

-Payroll Administration

-Industrial Relations

-Promotions

-Terminations

-Transfers

================================================== ==

THE ROLE ALSO VARIES WITH THE SOCIO-ECONOMIC/ INDUSTRY

SITUATION AT A GIVEN TIME.

WHAT HR management PROVIDES to the organization

-as the economy grows/declines, manages the demand for HR resources

changes not only in quantity but also in quality/ types.

-manages the social pressure to provide the right environment for employees.

-manages the political pressure to employ local population, irrespective

of skills/ knowledge.

-manages the legal challenges to recruitment / compensation on

discrimination .

-manages the technology changes, means getting right type of people

or provide the right type of training.

-manages the competitive pressure to get the right talent at the right

compensation.

-manages the strategic HR planning.

-manages the hr BUDGET constraint to get the

best resources for the least.

-sales / production increases in business, puts pressure

on HR to recruit more for less.

-sales / production decreases in business, puts pressure

on HR to rationalise recruitment.

-new venture means demand for new type of skills/ knowledge.

-acquisitions / mergers means rationalization of HR.

-Organization development means HR implementing new

structure, new culture, new systems etc.

-Job redesign means HR implementing new

methods, new process, new systems etc.

-Globalization means managing HR diversity, new culture

change, new training etc.

-HR challenges / difficulties include

*managing retirement

*managing voluntary retirement schemes

*managing terminations

*managing leave of absence.

*managing part time workers/ causals.

*managing layoffs

-Balancing the INTERNAL SUPPLY ESTIMATES AND

EXTERNAL SUPPLY ESTIMATES.

*INTERNAL SUPPLY ESTIMATES

-staff skills inventories

-management inventories

-replacements requirements

-transition requirements

*EXTERNAL SUPPLY ESTIMATES

-labor market supply

-community attitude

-demographic trends

*MANAGING WORK OPTIONS

-shorter weeks

-flexitime

-telecommuting

-virtual organizations.

-=================================================

WITHIN ALL THE ABOVE ANALYSES/ SITUATIONS



WITHIN an ORGANIZATION , THE FOLLOWING ARE

THE POSSIBLE ROLES OF HR MANAGER.

1. HR MANAGER'S SERVICE ROLE.

The activities carreied out by HR MANAGER will vary widely

according to the needs of the organization, the context within

which they work and their own capabilites.

SERVICE

As a broad guideline, the HR provide services to the organization

-human resource planning

-recruitment / selection

-employee development

-reward systems

-employee relations

-health/safety management

-staff amenities

-salary administration

-personnel administration

etc etc.

---------------------------------------------------------------

2. HR MANAGER'S GUIDANCE ROLE.

To varying degrees, HR MANAGERS provide guidance to the

management, like

-recommendations on HR STRATEGIES

-culture change

-approaches to the improvements of process capability

-performance management

-reward management

-HR policies/ procedures

etc

------------------------------------------------------------------

3. HR MANAGER'S ADVISORY ROLE.

HR managers provide advice to line managers, and management

in general

-recruitment advertising

-selection short lists

-training needs

-health/ safety

-handling people / problems associated

-industrial relations

etc etc

-----------------------------------------------------------------

4. HR MANAGER'S BUSINES PARTNER ROLE.

-share responsibility with their line management for the success

of the business and the running of the business.

-------------------------------------------------------------------------------

5. HR MANAGER'S STRATEGIST ROLE.

-contribute to the long term / strategic organizational issues like

*people selection

*people requirement

*people development

*organization development

*quality of worklife

etc

----------------------------------------------------------------------------

6.HR MANAGER'S INTERVENTIONIST ROLE.

-proactively contributes to the change management, people

management, team development, new technology introduction

etc etc

----------------------------------------------------------------------------

7. HR MANAGER'S INTERNAL CONSULTANCY ROLE.

-acts as a management consultant on HR ISSUES working

alongside the line managers.

--------------------------------------------------------------------------------------

8. HR MANAGER'S MONITORING ROLE.

-monitors the implementation of HR policies / procedures.

-----------------------------------------------------------------

REGARDS

LEO LINGHAM

------------------------------------------------

From India, Mumbai
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