The paper 'The Role of the HR Practitioner in the Modern Organisation and its Relevance in a Changing Global Environment' is a perfect example of a Management Essay. The contemporary business environment is characterized by increased competition due to increased globalization and deregulation. Recent developments in transportation and communication, alongside the breakage of trade barriers, which previously acted as trade barriers, have resulted in organizations extending their operations, products, and services to foreign countries. This has resulted in a more competitive market than before, which requires strategic changes. Human resource management is considered the epicenter of business success (Welch and Welch 2012) and its roles, in the changing global environment cannot be ignored. This paper outlines the various roles of human resource practitioners in the modern organization evaluating its relevance in a changing global environment.
The paper uses Urlich’ s theory to outline the four key roles of human resource practitioners, which include administrative experts, employee champion, change agent, and strategic partner. The paper then evaluates the relevance of human resource practitioners in the changing global environment by relating the four roles of human resource practitioners with the current market changes and demands. Keywords Human Resource: organizational workforce Human resource management: management of the organizational workforce Human resource practitioners/managers/professionals: people concerned with the management of organizational workforce Human resource development: developing the workforce in terms of skills and experience Globalization: shifting to global levels Roles of Human Resource Practitioners in the Modern Organisation Various frameworks have been used to outline HR roles.
Chiu and Selmer (2011) present the four HR roles framework that was proposed by Ulrich in 1997 in which the HR roles fall under four distinct categories: administrative experts, employee champion, change agent and strategic partner.
Similarly, Welch and Welch identify five key roles of human resource practitioners, particularly in the contemporary world of business globalization. These roles include service provision, policy establishment, and enactment, change initiation and execution, officiating organization welfare, and strategic partnership (Welch and Welch 2012). The modern organization operates in a highly competitive environment requiring a high-level innovation and strategic changes geared towards organization competitiveness and success. The four roles, in particular the strategic business partner role, require HR professionals to be proactive and future-focused to contribute towards business strategy and success in terms of organizational capabilities, human capital, and overall organizational readiness.
A similar argument is given by Wang and Niu, who indicate that HR is the epicenter of organizational success (2010). HR has the responsibility to establish new and effective processes and models that enable organizations to attain global agility and increase their effectiveness for increased competitiveness and ultimate success. Wang and Niu (2010) explicate the Ulrich framework of HR roles by outlining the specific roles of human resource professionals, which are aimed at ensuring organizational competitiveness and success.
These roles include: managing strategic human resources, managing infrastructure, managing employees and their contributions, and initiating and managing transformation changes in organizations within organizations, all of which lead to organizational success. The human resource capital (or employees) plays an exceedingly crucial role in any organization. It is worth pointing out that almost all activities and processes in an organization, including innovation, strategic changes, and transformation changes, are dependent on employees. Therefore, the management of employees and their contribution is paramount to the success of an organization, which makes HR professionals be considered as strategic business partners.
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