Is HR Indispensible or Obsolete for Companies?

expected to help manage change. Look at what it has been through. With Justice for All

Secondly, human resource is an important aspect of business; most of organizations nowadays view people as their most valuable resources. In fact, the part that intrigued me was the challenges derived from the changes in function and structure of HR department. HR is becoming a need for every aspects of day-to-day management, and job-seekers would find their jobs require more of generalists with more skills and competencies to perform multi-tasking (Larsen & Brewster 2003). Those are challenges as well as potential, on which you could learn and develop yourself.

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an

I have been asked to provide a report that supports the retention of the HR function within our organisation. In this report I will explain how Human Resource activities support the organisations strategy and how HR professionals support line managers and their staff.

Further to the recent organisation re-structure forecasting the closure of the HR department, the following report has been created to highlight the importance of the HR activities and the support it offers within the organisation.

I have been asked to prepare a briefing note for a new employee who will be joining the company soon as a line manager. Below is information which will give this new starter a more in depth look of the organisation, what we do and how we operate.

The traditional HR functions in the early Twentieth Century included keeping employee records, implementing training, recruiting and monitoring employee welfare (Nayab, 2011). These HR functions have been dated as far back as the industrial revolution (Taylor & Woodhams, 2012; 23).

Most organizations view human resources departments as less valuable than other departments because it’s not a revenue- generating department. However, it is quite the opposite because HR brings the organization its most valuable assets, which are its people.

There are two purposes that HR technology serves in an organization. The first is to improve the efficiency of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce. The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial decision making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

The article I have chosen is around the question whether ‘HR can be a strategic partner to business’

Over the years, the role of human resources has changed and evolved based on the needs of our society. Put in basic terms, human resource management must change as the business environment in which it operates changes. An article written by Susan Heathfield, states that while successful organizations are becoming more adaptable, resilient, quick to change direction, the HR professional is considered by line managers as a strategic partner, an employee sponsor or advocate and a change mentor (Heathfield, 2006). Human Resources professionals have gone from simply handling personnel issues to making strategic contributions to the future development of an organization. There are various factors that have

There are some critics out there claim that corporate human resource departments have outlasted their practicality and are not there to benefit employees, but to keep the organization from legal problems. By theory, Human Resources Management is responsible to create a high-quality workforce inside the organization. It means Human Resources Management participate in some activities such as interviewing job candidates, training, and evaluating (Robbins, 2012, p. 338). Linking the theory and the issue, I think that there are some confusions inside the Human Resources Department in some organizations that makes Human Resources Management process nowadays start falling apart. Human Resources Management departments are trying to serve two bosses. On the one hand, Human Resources Management are there to provide help and support for the employees and, on the other hand, they exist for the organization and the senior management to help manage, monitor, appraise, discipline, and evaluating employees. I believe this confusion is causing friction, and in many organizations, Human Resources Management departments is focusing to support the organization side, rather than supporting the employees’ side.