Analyze the Forces Affecting the Human Resource Management Role and Discuss the Ways in Which the Roles May Change.
Living in the 21st century, the world of human resource management is changing more rapidly than can be imagined. As such, HRM in many organizations are facing constant challenges as a result of constant environmental changes ahead of time.
Given the new emphasis on adding value as an organizational player, the role of the human resource department has become considerably more multidimensional in m. firms. This essay will reinforce and argue on why HRM today; must respond by taking advantage of gradual yet profound changes in the nature of the field, current practices, and overall human resource management policies, mission and vision . The paper will first start off with the definition of Human Resource Management and its roles in an organization. It will then analyze how HR activities add value and contribute to organizations’ overall effectiveness. Last but not least, it will bring us through the trends happening in the labor market force in recent years; followed by its impact on HRM practices in the world today.
Kossek and Block, (2000, Pg 3.18) have classified HR activities into four distinct roles- transactions, translations, transitions and transformations. The transaction and translation roles are more focused on people and have a short term view whereas the transition and transformation roles are more oriented towards improvement or transformation of new processes;where organizational processes are realigned to support customer and market demands, have a future orientation. In short, transaction roles includes HR activities like hiring and firing people, protecting employee’s welfare, ensuring on-time pay as well as handling grievances. In this role, HR works to build an efficient infrastructure by acting as an administrative expert. (Kossek & Block p.3.19) Moving on to the second major role, the translation role simply refers to the communication responsibilities associated with the listening and responding to employees and customer concerns, as well
Given the new emphasis on adding value as an organizational player, the role of the human resource department has become considerably more multidimensional in m. firms. This essay will reinforce and argue on why HRM today; must respond by taking advantage of gradual yet profound changes in the nature of the field, current practices, and overall human resource management policies, mission and vision . The paper will first start off with the definition of Human Resource Management and its roles in an organization. It will then analyze how HR activities add value and contribute to organizations’ overall effectiveness. Last but not least, it will bring us through the trends happening in the labor market force in recent years; followed by its impact on HRM practices in the world today.
Kossek and Block, (2000, Pg 3.18) have classified HR activities into four distinct roles- transactions, translations, transitions and transformations. The transaction and translation roles are more focused on people and have a short term view whereas the transition and transformation roles are more oriented towards improvement or transformation of new processes;where organizational processes are realigned to support customer and market demands, have a future orientation. In short, transaction roles includes HR activities like hiring and firing people, protecting employee’s welfare, ensuring on-time pay as well as handling grievances. In this role, HR works to build an efficient infrastructure by acting as an administrative expert. (Kossek & Block p.3.19) Moving on to the second major role, the translation role simply refers to the communication responsibilities associated with the listening and responding to employees and customer concerns, as well
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