Answer to Question #238078 in Management for yakskie

Question

HR can play four roles - as employee champion, human capital developer, administrative expert and strategic partner. As a future HR professional, in what ways can you perform these roles in your future organization? Which of these roles do you think is the most important? Discuss

Answer 1

Discussion

In my future organization, I can be overseeing various aspects of employment, such as compliance with labor law and employment standards, interviewing, administration of employee benefits, organizing of employee files with the required documents for future reference, and some aspects of recruitment and employee off boarding. They serve as the link between an organization's management and its employees (Ostroff & Bowen, 2000).

If an employee champion finds a common problem in the layout of the workplace which hampers productivity and decreases work morale. This information can now be used to bring in the much-needed change that will ultimately contribute to improving the workplace, thereby making it even more attractive for current as well as future employees. Only a dedicated employee champion will be able to bring about the change that will go on towards improving the organizational capabilities and perhaps even unlock the hidden potential within a workforce.

 The conception of organizational development was founded on a need for a systematic means of applying behavioral science to help organizations improve individuals and processes. The goal of organizational development is to assist individuals in functioning better, within an organizational context. Essentially, it strives to represent and promote meaningful and purposeful change for a company. In my future organization, I will play a distinctive role within employing organizations, emphasizing the development of individual employees (especially managers) through personal development programmes, coaching organizational leaders, and managing the formation and development of effective management teams (Ostroff & Bowen, 2000).

I can also play the role of administrative Expert. In this, my role will be development to support organizational goals. The cost and time associated with development and training of employees is only worth it if it directly helps the employees achieve increased performance, resulting in increased performance for the organization. Administrative” is related to the management side of the organization (Ostroff & Bowen, 2000). One could view everything an HR manager does as being related to management. Most tasks are either related to managing HR issues or running the whole organization. HR managers perform specific duties that help their departments and the organization operate more efficiently. For instance, as a human resource manager I will helps the organization maintain compliance with many employment laws and standard practices. Organizations do this more efficiently through effective implementation of a human resources information system. This gives managers automated ways to ensure that personnel processes comply with the law (Ostroff & Bowen, 2000).

Of all these roles, human capital developer is the most important because its function is to improve performance and ability. While employees are often expected to know a certain amount about their jobs or have a specific degree or level of education upon hire, much of what an employee learns about their job is developed over the course of doing the job. This development includes specific organizational knowledge or job-specific duties that are not necessarily taught in the classroom. In addition, human capital developer is important because it maximize employee potential, help them amplify their contributions, and leverage their accomplishments to further organizational success.

Reference

Ostroff, C., & Bowen, D. E. (2000). Moving HR to a higher level: HR practices and organizational effectiveness.