The Respective Roles and Hr and Line Managers in Managing People

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In today’s world there is great focus on human resource management (HRM) and its contribution to the business environment. Humans are the greatest asset to any organization; the basis on which they exist and are able to perform their daily operations. HRM is said to be one of the most resourceful benefits of an organization but at the same time, it’s the easiest to get rid of. With this in mind, this paper will focus on the key points that will be used in making a presentation to a meeting of lime managers to clarify their respective roles in HR and managing people. The paper also articulates the key purposes of Human Resource Management; definition and background analysis as well as the barriers to communication that one might encounter while presenting the content.

Many times people ask “What is human resource?” and “What is the difference between human resource and human resource management (HRM)?” Well, William R. Tracey defines human resource as “The people that staff and operate an organization … as contrasted with the financial and material resources of an organization. The organizational function that deals with the people ...” Having stated the above, human resource management can be defined as the function within an organization that concentrates on staffing of, management of, and providing direction for the people who work in the organization. Human Resource Management is the organizational purpose that deals with issues associated with people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. One can categorize the above mentioned human resource activities into four (4) objectives which are as follows: • Staffing – ensuring that the organization is properly staffed • Performance objectives – ensuring employees’ motivation and commitment to reap the best performance possible in their respective roles • Change management – effectively and efficiently managing change in the environment (external as well as internal) • Administration objectives – maintaining precise and understandable data on employees In society today, human resource management plays a new role where by some industry commentators refer to the human resource function as the last bastion of bureaucracy. Traditionally, the role of the human resource professional in many organizations has been to serve as the systematizing, supervising arm of executive management; however, one can observe that the HR role has been transforming itself. The role of the HR manager in the business world must coincide with the needs of his changing organization. Successful organizations are becoming more adaptable, elastic, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor. When one speaks about a strategic partner it refers to the HR person contributing to the development and accomplishment of the organization’s business plan and goals. Mention is also made of employee sponsor and/or advocate who plays an integral part in the organization’s success as well. As an employee sponsor this allows for one to create a work environment conducive for results which would include things such as employees’ motivation, happiness, contribution etcetera and by using the right communication tools it helps foster employees’ sense of ownership whereby helping employees feel a sense of worthiness. Having read about the strategic partner and employee sponsor one will now take a look at the change mentor. The change mentors have the ability to implement the strategic needs of the organization and help minimize the risk of employee...
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