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Evolving Role of HR

Evolving Role of HR. Possible Roles of the HR Function. Strategic Focus. Change Agent. Strategic Partner. Systems. People. Administrative Expert. Employee Champion. Operational Focus. Traditional vs. Strategic HR. A New Mandate for HR .

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Evolving Role of HR

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  1. Evolving Role of HR

  2. Possible Roles of the HR Function Strategic Focus Change Agent Strategic Partner Systems People Administrative Expert Employee Champion Operational Focus

  3. Traditional vs. Strategic HR

  4. A New Mandate for HR • Become a partner with senior and line managers in strategy execution. • Become an expert in the way work is organized, delivering administrative efficiency to ensure that costs are reduced while quality is maintained. • Become a champion for employees, representing their concerns to senior management and working to increase employee contributions. • Become an agent of continuous transformation by shaping processes and organizational culture.

  5. Barriers to Strategic HR • Short-term mentality • Lack of HR skills and strategic mentality • Lack of appreciation for what HR can contribute • Difficulty in quantifying HR outcomes • Changing responsibility for line managers

  6. Ensuring Fit • Internal fit • The situation in which all the internal elements of the work system complement and reinforce one another. • External fit • The situation in which the work system supports the organization’s goals and strategies.

  7. Human Resource Management

  8. HR Alignment Strategy INTERNAL FIT

  9. High-Performance Work System • A specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment, and flexibility. • Systems composed of many interrelated parts that complement one another to reach the goals of an organization, large or small.

  10. Underlying Principles Shared Information Shared Decision-Making Knowledge Development HPWS HPWS Performance-Reward Linkage HPWS HPWS

  11. Employee Involvement • Power • Authority to change job processes? • Self-managed teams • Information • Is business information shared? • Does the job involve performance feedback? • Knowledge • Does the employee have proper training for the job? • Rewards • Are rewards contingent on individual performance?

  12. Employee Involvement • Locating work decisions at the lowest level possible. • Power • Information • Rewards • Knowledge and skills • EI in the Fortune 1000 • 150 Companies • 1999 Survey Lawler, Mohrman & Benson, 2000

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