Functional Area Plan: Human Resources
Functional area Plan: Human Resources
Member of Managing Mugs
Human Resources Manager Composition
The roles of Human Resources (HR) professionals are changing. HR managers were previously viewed as the patrolling unit of executive management. Yaduvanshi (n.d.) says that “their role was associated with personnel and administration functions that organization viewed as paperwork. In this role, the HR professional served executive agendas well, but was frequently viewed as a road-block by the rest of the organization. While some need for this role occasionally remains, much of the HR role is transforming itself.”
The HR manager’s role should match the changing needs of the organization. “Successful organizations are becoming stronger, more flexible, changing direction quicker, and customer-centered. The HR manager, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate, and a change mentor. At the same time, especially the HR Generalist, still has responsibility for employee benefits administration, often payroll, and employee paperwork, especially in the absence of an HR Assistant” (Yaduvanshi, n.d.).
One of the goals of the Zilack Corporation HR Department is to exhibit strategic human resource management by vertically aligning the department with the mission and objectives of the organization and horizontally integrating the department with other organizational functions (Chyn & Kaliannan, 2011). HR personnel must also take advantage of their organizational position to forge partnerships with other functional areas needed to maximize corporate effectiveness (Eisenstat, 1996).
Chyn & Kaliannan (2011) believe that “the function of human resource (HR) department in an organization has been evolving from personnel management to human resource management (HRM). Over time, the focus shifted from managing people to creating strategic contributions.”
Zilack Corporation’s HR department will formulate a
Member of Managing Mugs
Human Resources Manager Composition
The roles of Human Resources (HR) professionals are changing. HR managers were previously viewed as the patrolling unit of executive management. Yaduvanshi (n.d.) says that “their role was associated with personnel and administration functions that organization viewed as paperwork. In this role, the HR professional served executive agendas well, but was frequently viewed as a road-block by the rest of the organization. While some need for this role occasionally remains, much of the HR role is transforming itself.”
The HR manager’s role should match the changing needs of the organization. “Successful organizations are becoming stronger, more flexible, changing direction quicker, and customer-centered. The HR manager, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate, and a change mentor. At the same time, especially the HR Generalist, still has responsibility for employee benefits administration, often payroll, and employee paperwork, especially in the absence of an HR Assistant” (Yaduvanshi, n.d.).
One of the goals of the Zilack Corporation HR Department is to exhibit strategic human resource management by vertically aligning the department with the mission and objectives of the organization and horizontally integrating the department with other organizational functions (Chyn & Kaliannan, 2011). HR personnel must also take advantage of their organizational position to forge partnerships with other functional areas needed to maximize corporate effectiveness (Eisenstat, 1996).
Chyn & Kaliannan (2011) believe that “the function of human resource (HR) department in an organization has been evolving from personnel management to human resource management (HRM). Over time, the focus shifted from managing people to creating strategic contributions.”
Zilack Corporation’s HR department will formulate a
References: Blurtit.com (n.d.). What Are The Five Steps In Human Resource Planning Process? Retrieved July 30, 2011 from http://www.blurtit.com/q186793.html Eisenstat, R. A. (1996). What Corporate Human Resources Brings to the Picnic: Four Models for Functional Management. Organizational Dynamics, 25(2), 6-21. Retrieved from EBSCOhost. Goh Hui, C., & Kaliannan, M. (2011). Human Resource Management Practices in Logistic Service Provider Industry: A Case Study. Interdisciplinary Journal of Contemporary Research in Business, 2(9), 32-44. Retrieved from EBSCOhost. HR Assistant Job Description. Retrieved July 31, 2011 from http://www.samplejobdescriptions.org/hr-assistant-job-description.html Human Director Job Profile and Description. Retrieved July 30, 2011 from http://www.samplejobdescriptions.org/hr-director-job-description.html Yaduvanshi, Sanjana (n.d.). Retrieved July 30, 2011 from http://jobs.jobsagar.com/hr_zone/complete_article.php?id=129