Essays on Changing Roles of HRM, SHRM and Knowledge Management Coursework

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The paper "Changing Roles of HRM, SHRM and Knowledge Management" is a great example of management coursework.   Over the years, structures of organizations have been forced to adapt to current trends in the business world. Adapting to the new trends ensures that an organization has the ability to compete with other rival organizations. The human resource department has traditionally been used as a link between the employees and the employer. This is to say that it was through the HR department that both the employers and employees would communicate their issues. However, this position has over the years changed and this can be attributed to the changing environment of the business world.

The HR department is in modern times regarded one of the most important departments in any given organization. This is attributed to the fact that organizations are able to achieve their objectives through the HR department. The prescribed reading by Ulrich (1998), tries to demonstrate the importance of the HR department and how its roles have changed over time. He achieves this by discussing the importance of the HR department in an organization.

Additionally, he lists five new roles that the HR department plays in modern time, all in the name of fostering good relations between employers and employees. Expand: According to Glaister (2014), change in the role of HR is inevitable, and this is attributed to the changing dynamics of business organization. This is evident in the fact that HR departments play a more strategic role compared to the traditional role of the administration. Additionally, according to Rousseau and Barends (2011), HR has evolved to the extent that it requires an individual to incorporate other factors such as technology and law in reaching decision touching on the organization.

Additionally, in order to achieve the objectives of the organization, HR decision is based on evidence. Therefore, ensuring that an organization does not reach a decision without backing evidence, as this could compromise the ability of the organization in attaining its objectives. Reichel and Lazarova (2013), demonstrates how changes in the human resource have taken over the years. In doing so, they look at the impact of HR outsourcing and how it has streamlined the operations of the HR department.

HR outsourcing refers to the use of external human resources in running the HR department. Through HR outsourcing it has become quite easy to set out and enforce strategies for the organization. Critical reflection/ analysis In an effort to understand how the roles of the human resource have changed over the year I examined Google and how its HR department impacts the growth of the organization. Google is one of the major search engines on the internet. However, over the years Google noticed that it was losing manpower especially women.

Upon examination by the HR department, it found that certain policies for woman especially maternal policies contributed to the loss of manpower. Therefore, in an attempt to ensure to prevent further loss, the HR department implemented changes in the maternal policies. This has proved to be quite successful as fewer women left the positions. Therefore, it is clear that HR has evolved to a point that it is responsible for developing strategies for the benefit of the organization.

References

Beatty, R.W., Ewing, J.R & Tharp C.G (2003). HR’S Role In Governance: Present And Prospective. Human Resource Management, 42(3), 257.

Cohen, E., Taylor, S & Muller-Camen, M (2011). HR’s Role in Corporate Social Responsibility and Sustainability

Mirvis, P (2012). Employee Engagement and CSR: Transactional, Relational and developmental Approaches. California Management Review, 54(4), 93-117.

Sloan, K & Gavin, J.H (2010). Human Resource Management: Meeting the Ethical Obligations of the Function Business and Society Review 115, 157–74.

Sex scandal in Australian Defence Force Academy. http://www.youtube.com/watch?v=X2FA4JAs3Zw

Wright, P.M & Snell, S.A (2005). Partner or guardian? Hr’s challenge in balancing value and values. Human Resource Management, 44(2), 177–182.

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