1. Traditionally, the HR role was viewed as: • Administrative and bureaucratic: HR professionals primarily focused on paperwork, personnel administration, payroll, and benefits administration. They were seen as responsible for compliance with labor laws and regulations. • Executive arm: HR professionals served the needs of executive management, ensuring policies and procedures were followed, and acted as gatekeepers for issues like sexual harassment policies and employee handbooks. • Detached from employees: The HR department was often seen as detached from employees, prioritizing the needs of management over employees' concerns. Employees viewed HR as an obstacle and going to HR was seen as detrimental to their relationship with their own managers. 2. HR professionals are now seen as strategic partners who contribute to the development and accomplishment of the organization-wide business plan and objectives. They align HR strategies with overall business goals and focus on areas like organization development, talent management, and strategic utilization of employees. • Employee advocate: HR professionals play a crucial role in creating a work environment where employees are motivated, engaged, and satisfied. They foster effective communication, goal setting, empowerment, and provide employee development opportunities and support programs. • Champion change: They evaluate organizational effectiveness, link change strategies to strategic needs, and promote a culture of continuous improvement. They also assess the effectiveness of the HR function itself and drive change in other departments. 3. • The shift towards being an employee advocate benefits employees by creating a work environment that fosters motivation, engagement, and satisfaction. It provides opportunities for development, support programs, and fair treatment, improving overall employee experience. • The strategic partnership and change champion roles benefit organizations by aligning HR strategies with business goals, improving talent management, and promoting organizational effectiveness. This ultimately contributes to enhanced company profitability, adaptability, and customer-centeredness.
1. Traditionally, the HR role was viewed as: • Administrative and bureaucratic: HR professionals primarily focused on paperwork, personnel administration, payroll, and benefits administration. They were seen as responsible for compliance with labor laws and regulations. • Executive arm: HR professionals served the needs of executive management, ensuring policies and procedures were followed, and acted as gatekeepers for issues like sexual harassment policies and employee handbooks. • Detached from employees: The HR department was often seen as detached from employees, prioritizing the needs of management over employees' concerns. Employees viewed HR as an obstacle and going to HR was seen as detrimental to their relationship with their own managers. 2. HR professionals are now seen as strategic partners who contribute to the development and accomplishment of the organization-wide business plan and objectives. They align HR strategies with overall business goals and focus on areas like organization development, talent management, and strategic utilization of employees. • Employee advocate: HR professionals play a crucial role in creating a work environment where employees are motivated, engaged, and satisfied. They foster effective communication, goal setting, empowerment, and provide employee development opportunities and support programs. • Champion change: They evaluate organizational effectiveness, link change strategies to strategic needs, and promote a culture of continuous improvement. They also assess the effectiveness of the HR function itself and drive change in other departments. 3. • The shift towards being an employee advocate benefits employees by creating a work environment that fosters motivation, engagement, and satisfaction. It provides opportunities for development, support programs, and fair treatment, improving overall employee experience. • The strategic partnership and change champion roles benefit organizations by aligning HR strategies with business goals, improving talent management, and promoting organizational effectiveness. This ultimately contributes to enhanced company profitability, adaptability, and customer-centeredness.
Practical Management Science
6th Edition
ISBN:9781337406659
Author:WINSTON, Wayne L.
Publisher:WINSTON, Wayne L.
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Transcribed Image Text:1. Traditionally, the HR role was viewed as:
• Administrative and bureaucratic: HR professionals primarily focused on
paperwork, personnel administration, payroll, and benefits administration. They
were seen as responsible for compliance with labor laws and regulations.
• Executive arm: HR professionals served the needs of executive management,
ensuring policies and procedures were followed, and acted as gatekeepers for
issues like sexual harassment policies and employee handbooks.
• Detached from employees: The HR department was often seen as detached from
employees, prioritizing the needs of management over employees' concerns.
Employees viewed HR as an obstacle and going to HR was seen as detrimental to
their relationship with their own managers.
2.
• HR professionals are now seen as strategic partners who contribute to the
development and accomplishment of the organization-wide business plan and
objectives. They align HR strategies with overall business goals and focus on
areas like organization development, talent management, and strategic utilization
of employees.
• Employee advocate: HR professionals play a crucial role in creating a work
environment where employees are motivated, engaged, and satisfied. They foster
effective communication, goal setting, empowerment, and provide employee
development opportunities and support programs.
• Champion change: They evaluate organizational effectiveness, link change
strategies to strategic needs, and promote a culture of continuous improvement.
They also assess the effectiveness of the HR function itself and drive change in
other departments.
3.
• The shift towards being an employee advocate benefits employees by creating a
work environment that fosters motivation, engagement, and satisfaction. It
provides opportunities for development, support programs, and fair treatment,
improving overall employee experience.
• The strategic partnership and change champion roles benefit organizations by
aligning HR strategies with business goals, improving talent management, and
promoting organizational effectiveness. This ultimately contributes to enhanced
company profitability, adaptability, and customer-centeredness.
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