Role of Human Resource managers have become an important area of research for the researchers because of the changing role of HR managers in the organisations. The shift from Personnel management to human resource management has broadened the scope of human resource managers…
The practices of Human Resource Management have been integrated so that such an organisational culture could be designed in which the workers could identify their own success (Smith, 2006). The role of HR managers is becoming significant in organisations because ‘sophistication of human resource management practices can enhance the operational inefficiencies (Ijose, n.d.) and to remain operationally efficient having strong management team, designing the work according to successful strategy execution, retaining skilled people, designing the culture that may implement strategy critical activities and creating good policies and procedures that may support strategy execution are required (Higgins, 2005 cited in Ijose n.d.).
A lot of research work has been done on the changing and various roles of HR managers in the organisations. In the new service paradigm, the HR managers are in the position to measure the pulse of organisation therefore; they have to be very responsive (Ulrich, Losey & Lake, 1997). The changes in the roles of human resources in organisations have significant implications not only for businesses but also for the HR functions and HR professionals (Bundy, 1997). The role of Human Resource managers is not limited to typical HR functions. Only determining the competencies cannot bring competitive advantage to the organisations unless the knowledge is integrated into the entire HR system therefore, HR managers should think systematically and strategically instead of thinking functionally and tactically about their area (Becker & Huselid, 1999). In a research on the impact of rapid change in Europe on HR managers by European Association for Personnel Management, it was found that nowadays, managers in Europe are required to give attention to traditional HR problems of line managers and they are also supposed to be specialised by line managers in various other functions so that they may get a broader business ...
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In existing scenario, conditions of business environment have become changed quite intensively. High level competition and business environment fluctuations prevailing within the existing business environment has made the role of an employee’s performance quite vital in the long term success and sustainability of the business organization.
Human organizations are often described by the metaphor likening them to living organisms, with good reason. Organizations may be contemporary inventions, a ‘fiction of law’ so-to-speak, but they are comprised of human beings individually motivated by their personal goals as much as they are duty-bound to pursue the collective goal.
Culture shock describes the adjustment process through psychological, emotional, cognitive, physiological and emotional impact upon individuals. In the context where multicultural exits culture shock is a sudden immersion to a non specific condition of uncertainty mainly as the individuals are not certain as to the expectation from them and from the person around them.
Rationale for choosing this person Very few people are aware of the exact responsibilities of an HR Manager. Since he/she is a Manager, people tend to hold him/her responsible for almost all of the duties related to HR Department, many of which are actually not the responsibilities of the HR Manager.
This shift has resulted in emergency of the HR Business Partner model that has been very effective in helping organisations grow and sustain their competitiveness amidst influences of globalization, increasingly innovative product and service markets and constantly changing stakeholder expectations.
The research uses qualitative data collection method and a reflective analysis method. The research findings indicate that the role of HR is limited to being a facilitator in the implementation of the change management strategy in the selected organizations.
Different approaches to managing a firm's human resources appear to be always in debate. Many organisations, today, have implemented firm HRM policies which focus on the employee as a primary resource for creating both competitive advantage as well as being instrumental to aiding in enhanced organisational performance.
Moreover, HR functions today increasingly include offshore outsourcing of several business operations, to cut costs and to access core specialists. Hence, there is a growing need for new research evidence on the impacts of outsourcing on HR in-house employees.
As a result, I have contacted the human resources manager of the Qatar International Islamic Bank and arranged a 30-minute interview with Ahmed Ayoub, who is a training manager and acting human resources manager at
5 Pages(1250 words)Essay
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