The paper 'Human Resource Roles' is a great example of a Management Assignment. Human resource roles have changed because of the increasing changes in the global landscape. Nowadays, human resources are considered a support function to leverage the companies towards the achievement of their goals (Becker & Huselid, 2006). HR has become a key strategic partner in the operations of businesses. Managers and HR department not only should be thinking about administrative tasks but rather they have to think deeply about ways employees will contribute to the success of the company. Strategic human resource management (SHRM) is not a mere function of the human resource (HR) department because of the changes in the operations of organizations.
Pfeffer & Veiga (1999), argue that nowadays, managers and executives are involved in the daily operation of the organization as the role of people has become very crucial in enabling a company to achieve a competitive edge. SHRM allows managers to formulate strategies that are able to help them achieve the desired goals. The strategies formulated for specific objectives must consider resources available or the number of people available for its implementation.
Therefore, it is evident that the roles and objectives of strategic human resource management functions have changed. The HR department has the role to ensure enough resources, right processes, and procedures and human resources when formulating and implementing any strategy. Organizations nowadays are investing in people because they have realized that having the right members of staff in an organization will contribute to their success. Employees that are valued and appreciated have the zeal and the motivation to work hard and help the organization achieve its goals.
SHRM, therefore, has realized the value of people in fostering achievement of the goals and objectives of the organization. According to Pfeffer & Veiga (1999), organizations that have succeeded have various similarities such as providing employment security to their employees. They also use self-managed teams, engage in selective hiring, pay well, are decentralized, train their employees, share information, and reduce status differences. Initiatives nowadays have focused on the employees. Organizations are doing their best to provide benefits to their competent employees to help increase productivity and as a deterrence to leaving the organization.
For instance, reducing status differences in an organization creates a level based organization that enables even the junior staff to interact and share their opinions and ideas. Through such openness, it becomes easier to learn and to come up with ideas that are able to help them achieve their objectives and goals. In this new world, the traditional functions of HRM such as planning, recruitment, job design, staffing, training and development, appraisal, communications, compensation, benefits, and labor relations require HR to think about how they can be improved to ensure that the organization achieve a competitive edge.
It is no longer recruiting any kind of people, but it is about finding the best methods to recruit candidates that have skills that match the job requirement. Organizations need to have workers that have the right skills, knowledge, and abilities to implement their strategy. The level of competence is what is emphasized. HR furthermore, must be able to align the people's effort with the strategy of the organization by ensuring that they have the right measures, incentives, and rewards in place.
For example, a company such as Vodafone has managed to attain success because of aligning the people's effort with the strategy of the company.