The New Role

Chapter 3

ofHuman

Resources

Making a Corrective ActionSome HR professionals are typical

bureaucrats. They see themselves as compliance officers only.

They can not see themselves as going beyond the command and control mentality.

There is absolutely nothing wrong with this “police” mentality because an organization must maintain consistency and firmness in discipline.

The only problem is when the HR department forgets that its purpose is to serve the needs of the company and to balance these needs, to help them to get the work done.

1. Serving both management and employees

2. As employee advocate and chief social worker

3. “Owning” the people issues4. A rubber stamp of other

managers rather than a partner

The Balancing Act ofHuman Resource

Professionals

1. Recruitment, Selection & Placement

2. Training & Development3. Performance Evaluation

& management4. Promotions5.Redundancy6. Industrial & Employee

Relations

7.Record keeping of all Personnel data

8. Compensation, Retirement, Incentive Programs

9. Confidential advice to internal ‘customers’ in relation to problems at work

10. Career Development

The emerging role of Human Resource Management is anchored on the present world developments.

Firstly, there is a rapidly changing economic environment, brought by the advent of globalization and deregulation of markets, changing customer and investor demands and ever increasing market competition.

Secondly, there is the present economic recession, the worst that has hit the world since the depression of the 1930’s.

A Strategic PartnerHR’s business objectives are established to support the attainment of the over all strategic business plan and objectives.

Employee AdvocateHR Professional plays an integral role in organizational success through his disciplined knowledge about and advocacy of people.

Change ChampionGenerally, there is always resistance to change as, among others, it threatens job security, disrupts established relationships, and alters status quo.

Harness the Benefits of Technology The impact of an effective Human Resources information System (HRIS) cannot be overestimated.

HRIS could provide better and faster customer service and free your time for dreaming up new value-added strategies.

Skills for effective

Chapter 4

Human ResourceManagemen

t

1. Human Relations or Interpersonal

2. Multitasking3. Organization4. Ability for Dual Focus5. Trust and Confidence6. Dedication to Continuous

Improvement7. Negotiating & Problem-solving8. Team-oriented9. Honesty & Integrity

Lists of Critical Skills

and Attributes

BSBM – HRDM 3A

♥♥♥Amparo, Mary Rose C.Diego, Theresa Mae P.

Padua, AleksandraTija, Jobelyn J.

♥♥♥