The transformation of the human resource function: resolving the tension between a traditional administrative and a new strategic role

Article Abstract:

The field of human resource (HR) management has been undergoing a dramatic change. Driving its transformation as such factors as competition, globalization, technological innovations and market evolution. Business organizations are responding to these changes by becoming flatter, less hierarchical, less bureaucratic, more agile and more responsive. They are aligning organizational and HR policies and practices with new business realities to develop the competencies needed to succeed in the changed marketplace. These capabilities include higher levels of cross-functional coordination, employee commitment to quality, leadership competence, creativity and entrepreneurship, and open communication. However, there are obstacles to HR reform that have to be overcome. These include the capability of HR professionals and the attitudes of top management.

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Is the human resource function neglecting the employees?

Article Abstract:

Effective human resources (HR) management balances the role of the HR professional as employee advocate and business partner. The function's original title, Personnel, was closely associated with the advocate role, but this has been replaced with the title 'Human Resources,' which is closely linked to the role of the business partner. In many organizations, the focus on being a business partner has intensified to the point that the advocate role is neglected. The descriptor 'Employee Resources' is more appropriate for these organizations than 'Human Resources.' The job of an employee resources business partner is to ensure a good match between employee resources and business needs, while the task of the employee advocate is to make sure that employees are treated fairly and provided equal opportunity.

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Human resource management: a changing script for a changing world

Article Abstract:

The role of the human resources (HR) management function has been evolving over the years largely because of the changing importance placed by management on human capital. There is increased recognition of the value of employees due to such factors as the growth of the service industry, the globalization of business, the emergence of knowledge workers, and the increase in the number of laws regulating employer-employee relations. One impact of these developments on HR is the expansion of its responsibilities. HR departments are no longer confined to providing control, compliance and consistency, and are now expected to be flexible, creative and resourceful. Six principles for enhancing the ability of the HR function to adapt to the new environment are discussed.

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