Hi Salma !!
Here is a theory which will be helpful to you to get to know more about role of HR.
Theorist: John Storey
Four potential styles of managing Human Resources
Adviser, Changemaker, Handmaiden, Regulator - Styles that can be adopted by a manager who is primarily responsible for Personnel / HR.
Adviser – Adviser act as internal consultants to other managers by providing strategic direction on the management of Human Resource. This strategic focus means they are less concerned with day to day personnel issues, and have passed on responsibility for this to line managers.
Changemaker – They are focused on the broader business objectives and concern themselves with ways that the management of HR can contribute to achieving these objectives. They are interventionary in the sense that their main concern is with devising policies and processes that integrate day to day personnel issues with all other aspects of the business.
Handmaiden – They react to the requirements and demands of line managers, often adopting a firefighting role when personnel problems surface. They are tactical, rather than strategic, and tend to have a subservient, attendant relationship to line managers (hence the label, handmaiden).
Regulator – They devise and monitor rules and procedures for managing people. They have hands on approach to people management, thereby intervening rather than leaving issues to line managers. Their interventions are largely tactical; they are not involved in strategic issues.
- Hiten
From India, New Delhi
29Here is a theory which will be helpful to you to get to know more about role of HR.
Theorist: John Storey
Four potential styles of managing Human Resources
Adviser, Changemaker, Handmaiden, Regulator - Styles that can be adopted by a manager who is primarily responsible for Personnel / HR.
Adviser – Adviser act as internal consultants to other managers by providing strategic direction on the management of Human Resource. This strategic focus means they are less concerned with day to day personnel issues, and have passed on responsibility for this to line managers.
Changemaker – They are focused on the broader business objectives and concern themselves with ways that the management of HR can contribute to achieving these objectives. They are interventionary in the sense that their main concern is with devising policies and processes that integrate day to day personnel issues with all other aspects of the business.
Handmaiden – They react to the requirements and demands of line managers, often adopting a firefighting role when personnel problems surface. They are tactical, rather than strategic, and tend to have a subservient, attendant relationship to line managers (hence the label, handmaiden).
Regulator – They devise and monitor rules and procedures for managing people. They have hands on approach to people management, thereby intervening rather than leaving issues to line managers. Their interventions are largely tactical; they are not involved in strategic issues.
- Hiten
From India, New Delhi
SALMANAAZ,
HERE IS SOME USEFUL MATERIAL.
THE ROLE OF THE HR VARIES WITH
-the type of organization.
-the individual HR MANAGER'S MANAGEMENT STYLE.
-the structure of the business
-the corporation's expectations of HR POSITION IN THE ORGANIZATION
-THE BUSINESS SITUATION
ETC.
================================================== ===
HR ROLE VARIES WITH THE SCOPE.
What is the SCOPE of HRManagement IN THE ORGANIZATION.
THIS AGAIN WILL VARY WITH ORGANIZATION / TIME PERIOD.
Establish , direct, administer and coordinate the overall HR PROGRAMS
for all the departments of the company.
Strategically plan for, develop and efficiently/effectively operate
the services and capabilities of the company , in alignment with the
corporate objectives / strategies. These activities include
-studying economic indicators
-tracking changes in supply and demand of labor
-identifying departments and their current and future needs
-monitoring the HR performance.
============================================
HR ROLE VARIES WITH THE HR ACTIVIES WITHIN THE CORPORATION.
What are the areas HR management covers in an organization
THIS IS ANOTHER QUESTION THAT NEEDS TO BE LOOKED AT.
-HR AUDITING
-HR BUDGETING
-Strategic HRM Planning
-HR Strategies and Policies.
-HR and change management.
-Competency-based HR
-Knowledge management
=============================
JOB DEVELOPMENT
-Job analysis
-job Role/
-Job Description.
-Job specifications
-Job enrichment
-Job rotation
=========================
RECRUITMENT/ SELECTION
-recruitment
-selection
-induction
-orientation
===========================
ORGANIZATIONAL BEHAVIOR PROGRAMS
-employee engagement
-motivation
-organization culture
-organization development
==============================
ORGANIZATION
-org. designing
-org. structuring
-org. development
-job / role structuring
=====================================
HUMAN RESOURCING
-HR planning
-manpower planning
-succession planning
-talent management
=============================
PERFORMANCE MANAGEMENT
-performance appraisals
-performance managing the processes.
================================
HR DEVELOPMENT
-org. learning
-training
-education
-development
-Training evaluation
-e learning
-management development
-career planning /development.
=============================
REWARD MANAGEMENT
-job evaluation
-managing reward process
-administration of rewards
-benefits
==============================
EMPLOYEE RELATIONS
-organization communications
-employee communications.
-staff amenities
=================================
HEALTH AND SAFETY.
-OHS
=================================
HUMAN RESOURCE INFORMATION SYSTEM.
====================================
-compensation development
-coaching
-counseling
-staff amenities planning
-event management
-Salary administration
-Payroll Administration
-Industrial Relations
-Promotions
-Terminations
-Transfers
================================================== ==
THE ROLE ALSO VARIES WITH THE SOCIO-ECONOMIC/ INDUSTRY
SITUATION AT A GIVEN TIME.
WHAT HR management PROVIDES to the organization
-as the economy grows/declines, manages the demand for HR resources
changes not only in quantity but also in quality/ types.
-manages the social pressure to provide the right environment for employees.
-manages the political pressure to employ local population, irrespective
of skills/ knowledge.
-manages the legal challenges to recruitment / compensation on
discrimination .
-manages the technology changes, means getting right type of people
or provide the right type of training.
-manages the competitive pressure to get the right talent at the right
compensation.
-manages the strategic HR planning.
-manages the hr BUDGET constraint to get the
best resources for the least.
-sales / production increases in business, puts pressure
on HR to recruit more for less.
-sales / production decreases in business, puts pressure
on HR to rationalise recruitment.
-new venture means demand for new type of skills/ knowledge.
-acquisitions / mergers means rationalization of HR.
-Organization development means HR implementing new
structure, new culture, new systems etc.
-Job redesign means HR implementing new
methods, new process, new systems etc.
-Globalization means managing HR diversity, new culture
change, new training etc.
-HR challenges / difficulties include
*managing retirement
*managing voluntary retirement schemes
*managing terminations
*managing leave of absence.
*managing part time workers/ causals.
*managing layoffs
-Balancing the INTERNAL SUPPLY ESTIMATES AND
EXTERNAL SUPPLY ESTIMATES.
*INTERNAL SUPPLY ESTIMATES
-staff skills inventories
-management inventories
-replacements requirements
-transition requirements
*EXTERNAL SUPPLY ESTIMATES
-labor market supply
-community attitude
-demographic trends
*MANAGING WORK OPTIONS
-shorter weeks
-flexitime
-telecommuting
-virtual organizations.
-=================================================
WITHIN ALL THE ABOVE ANALYSES/ SITUATIONS
WITHIN an ORGANIZATION , THE FOLLOWING ARE
THE POSSIBLE ROLES OF HR MANAGER.
1. HR MANAGER'S SERVICE ROLE.
The activities carreied out by HR MANAGER will vary widely
according to the needs of the organization, the context within
which they work and their own capabilites.
SERVICE
As a broad guideline, the HR provide services to the organization
-human resource planning
-recruitment / selection
-employee development
-reward systems
-employee relations
-health/safety management
-staff amenities
-salary administration
-personnel administration
etc etc.
---------------------------------------------------------------
2. HR MANAGER'S GUIDANCE ROLE.
To varying degrees, HR MANAGERS provide guidance to the
management, like
-recommendations on HR STRATEGIES
-culture change
-approaches to the improvements of process capability
-performance management
-reward management
-HR policies/ procedures
etc
------------------------------------------------------------------
3. HR MANAGER'S ADVISORY ROLE.
HR managers provide advice to line managers, and management
in general
-recruitment advertising
-selection short lists
-training needs
-health/ safety
-handling people / problems associated
-industrial relations
etc etc
-----------------------------------------------------------------
4. HR MANAGER'S BUSINES PARTNER ROLE.
-share responsibility with their line management for the success
of the business and the running of the business.
-------------------------------------------------------------------------------
5. HR MANAGER'S STRATEGIST ROLE.
-contribute to the long term / strategic organizational issues like
*people selection
*people requirement
*people development
*organization development
*quality of worklife
etc
----------------------------------------------------------------------------
6.HR MANAGER'S INTERVENTIONIST ROLE.
-proactively contributes to the change management, people
management, team development, new technology introduction
etc etc
----------------------------------------------------------------------------
7. HR MANAGER'S INTERNAL CONSULTANCY ROLE.
-acts as a management consultant on HR ISSUES working
alongside the line managers.
--------------------------------------------------------------------------------------
8. HR MANAGER'S MONITORING ROLE.
-monitors the implementation of HR policies / procedures.
-----------------------------------------------------------------
REGARDS
LEO LINGHAM
------------------------------------------------
From India, Mumbai
HERE IS SOME USEFUL MATERIAL.
THE ROLE OF THE HR VARIES WITH
-the type of organization.
-the individual HR MANAGER'S MANAGEMENT STYLE.
-the structure of the business
-the corporation's expectations of HR POSITION IN THE ORGANIZATION
-THE BUSINESS SITUATION
ETC.
================================================== ===
HR ROLE VARIES WITH THE SCOPE.
What is the SCOPE of HRManagement IN THE ORGANIZATION.
THIS AGAIN WILL VARY WITH ORGANIZATION / TIME PERIOD.
Establish , direct, administer and coordinate the overall HR PROGRAMS
for all the departments of the company.
Strategically plan for, develop and efficiently/effectively operate
the services and capabilities of the company , in alignment with the
corporate objectives / strategies. These activities include
-studying economic indicators
-tracking changes in supply and demand of labor
-identifying departments and their current and future needs
-monitoring the HR performance.
============================================
HR ROLE VARIES WITH THE HR ACTIVIES WITHIN THE CORPORATION.
What are the areas HR management covers in an organization
THIS IS ANOTHER QUESTION THAT NEEDS TO BE LOOKED AT.
-HR AUDITING
-HR BUDGETING
-Strategic HRM Planning
-HR Strategies and Policies.
-HR and change management.
-Competency-based HR
-Knowledge management
=============================
JOB DEVELOPMENT
-Job analysis
-job Role/
-Job Description.
-Job specifications
-Job enrichment
-Job rotation
=========================
RECRUITMENT/ SELECTION
-recruitment
-selection
-induction
-orientation
===========================
ORGANIZATIONAL BEHAVIOR PROGRAMS
-employee engagement
-motivation
-organization culture
-organization development
==============================
ORGANIZATION
-org. designing
-org. structuring
-org. development
-job / role structuring
=====================================
HUMAN RESOURCING
-HR planning
-manpower planning
-succession planning
-talent management
=============================
PERFORMANCE MANAGEMENT
-performance appraisals
-performance managing the processes.
================================
HR DEVELOPMENT
-org. learning
-training
-education
-development
-Training evaluation
-e learning
-management development
-career planning /development.
=============================
REWARD MANAGEMENT
-job evaluation
-managing reward process
-administration of rewards
-benefits
==============================
EMPLOYEE RELATIONS
-organization communications
-employee communications.
-staff amenities
=================================
HEALTH AND SAFETY.
-OHS
=================================
HUMAN RESOURCE INFORMATION SYSTEM.
====================================
-compensation development
-coaching
-counseling
-staff amenities planning
-event management
-Salary administration
-Payroll Administration
-Industrial Relations
-Promotions
-Terminations
-Transfers
================================================== ==
THE ROLE ALSO VARIES WITH THE SOCIO-ECONOMIC/ INDUSTRY
SITUATION AT A GIVEN TIME.
WHAT HR management PROVIDES to the organization
-as the economy grows/declines, manages the demand for HR resources
changes not only in quantity but also in quality/ types.
-manages the social pressure to provide the right environment for employees.
-manages the political pressure to employ local population, irrespective
of skills/ knowledge.
-manages the legal challenges to recruitment / compensation on
discrimination .
-manages the technology changes, means getting right type of people
or provide the right type of training.
-manages the competitive pressure to get the right talent at the right
compensation.
-manages the strategic HR planning.
-manages the hr BUDGET constraint to get the
best resources for the least.
-sales / production increases in business, puts pressure
on HR to recruit more for less.
-sales / production decreases in business, puts pressure
on HR to rationalise recruitment.
-new venture means demand for new type of skills/ knowledge.
-acquisitions / mergers means rationalization of HR.
-Organization development means HR implementing new
structure, new culture, new systems etc.
-Job redesign means HR implementing new
methods, new process, new systems etc.
-Globalization means managing HR diversity, new culture
change, new training etc.
-HR challenges / difficulties include
*managing retirement
*managing voluntary retirement schemes
*managing terminations
*managing leave of absence.
*managing part time workers/ causals.
*managing layoffs
-Balancing the INTERNAL SUPPLY ESTIMATES AND
EXTERNAL SUPPLY ESTIMATES.
*INTERNAL SUPPLY ESTIMATES
-staff skills inventories
-management inventories
-replacements requirements
-transition requirements
*EXTERNAL SUPPLY ESTIMATES
-labor market supply
-community attitude
-demographic trends
*MANAGING WORK OPTIONS
-shorter weeks
-flexitime
-telecommuting
-virtual organizations.
-=================================================
WITHIN ALL THE ABOVE ANALYSES/ SITUATIONS
WITHIN an ORGANIZATION , THE FOLLOWING ARE
THE POSSIBLE ROLES OF HR MANAGER.
1. HR MANAGER'S SERVICE ROLE.
The activities carreied out by HR MANAGER will vary widely
according to the needs of the organization, the context within
which they work and their own capabilites.
SERVICE
As a broad guideline, the HR provide services to the organization
-human resource planning
-recruitment / selection
-employee development
-reward systems
-employee relations
-health/safety management
-staff amenities
-salary administration
-personnel administration
etc etc.
---------------------------------------------------------------
2. HR MANAGER'S GUIDANCE ROLE.
To varying degrees, HR MANAGERS provide guidance to the
management, like
-recommendations on HR STRATEGIES
-culture change
-approaches to the improvements of process capability
-performance management
-reward management
-HR policies/ procedures
etc
------------------------------------------------------------------
3. HR MANAGER'S ADVISORY ROLE.
HR managers provide advice to line managers, and management
in general
-recruitment advertising
-selection short lists
-training needs
-health/ safety
-handling people / problems associated
-industrial relations
etc etc
-----------------------------------------------------------------
4. HR MANAGER'S BUSINES PARTNER ROLE.
-share responsibility with their line management for the success
of the business and the running of the business.
-------------------------------------------------------------------------------
5. HR MANAGER'S STRATEGIST ROLE.
-contribute to the long term / strategic organizational issues like
*people selection
*people requirement
*people development
*organization development
*quality of worklife
etc
----------------------------------------------------------------------------
6.HR MANAGER'S INTERVENTIONIST ROLE.
-proactively contributes to the change management, people
management, team development, new technology introduction
etc etc
----------------------------------------------------------------------------
7. HR MANAGER'S INTERNAL CONSULTANCY ROLE.
-acts as a management consultant on HR ISSUES working
alongside the line managers.
--------------------------------------------------------------------------------------
8. HR MANAGER'S MONITORING ROLE.
-monitors the implementation of HR policies / procedures.
-----------------------------------------------------------------
REGARDS
LEO LINGHAM
------------------------------------------------
From India, Mumbai
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