Salman Aaz,
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 HR management 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, and monitoring the HR performance.
HR role varies with the HR activities 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:
- Organization designing.
- Organization structuring.
- Organization development.
- Job/role structuring.
Human resourcing:
- HR planning.
- Manpower planning.
- Succession planning.
- Talent management.
Performance management:
- Performance appraisals.
- Performance managing the processes.
HR development:
- Organization 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 the local population, irrespective of skills/knowledge.
- Manages the legal challenges to recruitment/compensation on discrimination.
- Manages the technology changes, meaning getting the right type of people or providing 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 put pressure on HR to recruit more for less.
- Sales/production decreases in business put pressure on HR to rationalize recruitment.
- New venture means demand for new types of skills/knowledge.
- Acquisitions/mergers mean rationalization of HR.
- Organization development means HR implementing new structures, new culture, new systems, etc.
- Job redesign means HR implementing new methods, new processes, 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/casuals, 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 an HR manager:
1. HR Manager's Service Role:
The activities carried out by an HR manager will vary widely according to the needs of the organization, the context within which they work, and their capabilities.
Service:
As a broad guideline, HR provides 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.
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, including recruitment advertising, selection shortlists, training needs, health/safety, handling people/problems associated, industrial relations, etc.
4. HR Manager's Business 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 work life, etc.
6. HR Manager's Interventionist Role:
Proactively contribute to the change management, people management, team development, new technology introduction, 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