Business // The Changing Role of HR
The Changing Role of HR
Introduction
Human resource managers are playing an important role to sustain the productivity of the operating organization. In this response, the productivity of the organization depends on the activity of the human resource manager. The reason behind is their ability to ensure that the productivity and dignity of the institution becomes consistent and competitive. Human resource managers enable the organization to become more reliable and dependable to the institution. The reason behind is the ability to coordinate a response to every action that are going to improve the organizational framework of the institution. In this case, the role of human resource manager ensures that the aspect of improving the credibility creates a measure to prevent any problems in the workplace. The HR is always responsible for improving the organization process of the institution where they are assigned to improve its productivity (Hale, 2014).
Human resources are a department of every institution that is responsible for improving the performance of employees. The agency is where employees render their application if there are vacancies announced by any department of the facility. The manager who is governing the agency is assigned to maintain the level of competencies of the employees. Conducting trainings and seminar workshops are just some of the responsibilities organized by the HR management to ensure that the productivity of the organization becomes creative and reliable. If there are employees who are underperforming, the HR manager will decide if they either stay or terminated, depending on their deliberation with other executive. In the long process, the HR management team mitigates problems by retraining all employees to ensure that the value of services becomes competitive in the long run. Managers will always forward their reports to the executives for further assessment of employee performance that are observed in certain periods depending on the issue.
The changing role of the manager is affected by a variety of factors. The first is the political factor, the HR manager’s role is to follow the rules and regulations mandated by the institution to follow all the routine and recommended culture of the institution. The manager should always consider the economic factor of the company, in which they are tasked to improve the productivity by generating an efficient workload to improve the return of investments. As a cultural factor, respecting the traditions and norms of every employee makes a working environment versatile and culturally accepting. The security factor is important for managers to maintain the working environment safely. This is to ensure that all procedures are always followed by the employees due to the threat of hazards associated with the poor management of facilities. In addition, reviewing past mechanisms and trainings is important to maintain a high-level of competitiveness (Capelli, 2015).
The human resource managers can change their role as an educator. Managers act as teachers for the employees to ensure that their knowledge and skills elevates. Facilitating employees during seminar workshops is important because it allow employees to appreciate lesson discussions involved in the training program. As an employee advocate, manager shows an empathetic relationship with the employees to feel their concerns as well as to involve any issues that matter to the activities relating to work. Another role is to provide counseling to employees who are psychologically disturbed. Providing therapeutic sessions are important so that employees can improve their concentration at work without any interruptions. Examples are cognitive and behavioral therapies applied to every employee. These are therapeutic response to alleviate anxiety or stress every after work. The response seeks to improve concentration at work without expressing any concerns towards the productivity of the working environment of the workplace (Kraus, 2014).
The changing roles of human resource managers are confronted with challenges at the workplace. Language barriers make it difficult for managers to communicate with employees or other stakeholders with different mother tongue. The need to use translators creates a conduit to better understand transactions or agreements in relation to the service of the institution. Personalities of employees have different versions, making it hard to comprehend with other individuals who are showing strong characters over other individuals. Technical glitch is a considerable challenge because it affects the productivity and routine if there are malfunctions observed in the computers or engineered facilities, it can cause the company to shut down its operations. In addition, managers conduct research to study the background of every stakeholder in their institution. This is to understand their culture, religion, demographical background, and their physical capabilities to ensure that their compatibility with every responsibility is always considered.
The changing roles of managers are a colorful responsibility. Managers usually instruct their personnel to concentrate in each department of their institution. The reason behind is to delegate tasks that are intended to a particular department. Expanding the role of managers is important as a way to promote understanding and widen the scope of interests between stakeholders. Managers are required to undergo training and seminar workshops to improve their skill and role to the operating institution. HR roles become more versatile if they are going to ensure that their productivity in the workplace becomes progressive as well as reliable. Managers who are dependable are able to organize the system of their company. The reason behind is that they are knowledgeable on how to systematically increase their production efficiently and accurately. This is a function that needs to show a collaborative workload to ensure that their company becomes highly dependable with the stakeholders (Johnson & Guetal, 2012).
References
Cappelli, Peter. “Why We Love to Hate HR … and What HR Can Do About It”. Harvard Business Review
Hale, Henry E. (2014). Patronal Politics. Problems of International Politics. Cambridge University Press. p. 49. ISBN 9781107073517.
Johnson, R. D., & Guetal, H. G. (2012). Transforming HR Through Technology. Retrieved from https://www.shrm.org/about/foundation/products/documents/hr tech epg- final.pdf
Kraus, Björn (2014). “Introducing a Model for Analyzing the Possibilities of Power, Help and Control”. Social Work & Society. 12 (1).
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