Domestic and Global HR
Question
Human resource professionals come from all walks of life. They may have backgrounds in business, industrial/organizational (I/O) psychology, human resource management, or in some cases, an unrelated field. As professionals, we use our training and knowledge to develop our roles in the realm of human resources. This assignment allows you to reflect on the type of HR manager you are or would like to be.
Evans, Pucik, & Bjorkman (2010) discuss the three faces of human resource management:
• The builder, who gets the basic foundations in place and has administrative duties
• The change partner, who facilitates organizational realignment as technologies, competition, and strategies change at the corporate level
• The navigator, who steers through all the changes and anticipates changes before they happen
Assess yourself as an HR manager according to this framework. Reflect on your personal strengths and weakness in each of the three aspects. Give reasons and examples in support.
Apply APA standards to citation of sources.
Answer ( 1 )
Introduction:
According to the three faces of human resource management suggested by Evans, PUcik & Bjorkman the duties of an HR professional can be categorized in three ways, i.e.
• As a builder who has to fulfil the administrative duties along with looking at the basic foundations if they are falling in place.
• As a changing partner who eases the organizational realignments such as market competition, technological development & strategically change at the commercial level.
• As a navigator who will guide while all the changes & expects changes before they actually happen.
Strengths & weaknesses of each roles:
Now each role is supposed to have some strengths as well as weaknesses, these can be summarized as:
1. The administrating role of the HR professional are helpful while new recruitment, maintaining employee relationship in the organization, building compliance with the employment laws and labours, looking at the training & development procedure etc.
On the other hand if the HR executive becomes too strict with their role, then it will not be possible for them to understand the employees’ perspectives which can further turn into some miscommunication (Datta, Guthrie, and Wright, 2015).
Suppose an employee has somehow not been able to comply with the organizational rules, in that case if the HR manager just considers the legal factors without even understanding the employee’s situation then it will be harmful in terms of maintain the HR-employee relationship.
2. Changes are important for any sort of organizations as innovation is able to produce dramatic & sudden changes in the business way. Simultaneously an organization cannot expect its external as well as internal environment to be advantageous if it doesn’t adopt the required changes. The technological changes facilitate fast & useful methods which will be beneficial for the organizational activities. If the HR executive becomes successful to make to organization unique and innovative comparing to the rivals in the market it will definitely bring the market advantage for the company (Worren, Ruddle, and Moore, 2011).
At the same time, if the HR executive just focuses on bringing changes without looking at the actual requirement it can cost extra money to the organization which further will be harmful to them.
For example 3M Corporation is a company that continuously stands in the top position while concerning to the changes and innovations made by themselves.
3. If an HR professional feels the need of making innovations to the organizational strategy or any other aspects it will definitely bring some extra points to the organization because:
• No money & time is to be wasted for the pre-changing phase.
• The employees will get ready to adjust with the upcoming changes.
• Chances of miscommunication will be less.
Though all these advantages, some disadvantages are also there, like:
• If the calculation behind finding the requirement for bringing changes is wrong, then the whole procedure might have to be changes for which a huge amount of money & time is to be wasted.
• Workers might not support the changes proposed by the HR executive.
• 100% surety should be there before applying the changes.
For example in 2004 the chairman of Shell transformed the internal procedure of the company as it was facing the crisis of oil reserves hammering its share price (Schneider and Bowen, 2013).
Thus it can be concluded that all the three roles are important for an HR though it should be handled in a right way.