It is the people who have the responsibility to amanage the organisation, HR function holds plays a key part in the process of managing organizations. Human Resource Department major assignments are to provide advice, guidance, and HR services that would help in getting the best out of people, further more in the long run the emphasis is on Strategic role of HR, that would help establish a direct link between business strategy and its people. and how HR could provide continuing support for the achievement of the business strategies.
The Role of HR Function in Managing Organisations
It is the people who have the responsibility to amanage the organisation, HR function holds plays a key part in the process of managing organizations. Human Resource Department major assignments are to provide advice, guidance, and HR services that would help in getting the best out of people, further more in the long run the emphasis is on Strategic role of HR, that would help establish a direct link between business strategy and its people. and how HR could provide continuing support for the achievement of the business strategies.
The Role of HR Department
Hr Function is entrusted with the tole to take initiatives in formulating strategies that would provide direction to the employees in the business, support and guide then in following that direction, furthermore the job of HR is not limited to the HR department, it spans over each and every section of the business. HR role could be summed up easily into the following statement "Right people with the right skills at the right time with the right resources" having done this, one could be assured of good results. it about enabling organizations to get things done through people.
HR Function is about establishing a relationship between people and its management, where HR devises policies, strategies, and policies that cater the concerns of both the people and the management and helps in creating a conducive and cohsive work environment where the focus in on both the individual and organisational development,, one where individual development aids the development and progress of the organisation, one where relationships prosper, culture is such that people like to work and show respect. HR is about building an organisation where people maximise the use of their capabilities and grow thei skills, knowledge and shape their behaviour for the betterment of the business. HR function would help employees relalize their full potential and improve the quality of work life and increase the satisfaction both on and off work.
The question of return on Investment on HR has changed the role HR department plays in the business. The role of HR department has now increasingly seen as business oriented, a function that aids in the attainment on long term strategic goals and put business in a position of sustained competitive advantage. But there are a few issues attached with HR function
Issues of HR department
Francis and Keegan (2006) identified a most common tendency of the HR business function is that a focus on business performance outcomes tends to obscure the importance of employee well-being in its own right. They quote the view of Ulrich and Brockbank (2005b) that ‘caring, listening to, and responding to employees remains a centrepiece of HR work’.
Activities of HR Department
Human Resource Department activities could broadly be divided into two categories:
- Strategic (Transformational): Largely concerned with the alignment and implementation of HR and business strategies,
- Transactional: Covers the main HR service delivery activities of resourcing, learning and development, reward and employee relations.
HR Business department is concerned with the strategies, policies and practices that meet the needs of the organization and its members and support the attainment of sustained competitive advantage. But is worthy to note that we should not forget the people as competitive advantage will come through them and not through the strategies and policies, it is better to develop practices that would aid in the attainment of the competitive advantage as Hope-Hailey et al (2005) note, "competitive advantage lies in employees themselves, not in HRM practices."
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