Hr Roles And Responsibilities Paper

1640 words - 7 pages

The role of the human resources (HR) department is shifting, and that means that the roles and responsibilities of HR professionals are changing, too. Increasingly complex organizational needs are placing high demands on the HR function and the ability to integrate the basic HR disciplines is essential to success. HR professionals will possess a bevy of business and financial skills; employers will need to make sure these talents are put to good use. New HR professionals expect jobs that let them use the skills they developed both in academic programs and at previous jobs. A recent symposium on the future of HR, hosted by the Society for Human Resource Management, confirms that challenging jobs and clear career paths are keys to attracting high-caliber students to the profession."If the HR function wants to continue attracting top students, HR jobs will have to be more interesting," says Cappelli. He recommends that organizations keep their challenging human resource projects in-house, rather than sending those projects to consultants out of house. (HR New Breed)GlobalizationThe levels of business in globalization can effect the major international agreements on HR, and the five most important international HR topics.International business is no longer reserved for a few large, multinational corporations. Recent international developments in the passage of the North American Free Trade Agreement (NAFTA), formation of the European Union have led to increased overseas business for more U.S. companies. This increased activity has generated new concepts, terms, practices and regulations that all human resource managers should understand, regardless of their organization's level of international involvement.Three Levels of GlobalizationsNational companies do not suddenly become global companies. Involvement in international HRM depends greatly on a company's phase of globalization; thus, HR policies and programs need to coincide with that phase. We have found at least three distinct phases of globalization that companies can go through, each with unique international HR practices.Import-export firms. Firms in the first phase of globalization simply move products across national boundaries. The firm does not employ people in other countries, except a few managers responsible for negotiating business agreements. These agreements usually involve buying or selling complete products or services. Import-export firms need to understand their trading partners' cultures and usually must overcome communication barriers to negotiate agreements. Expatriate representatives usually do negotiations, but import-export firms do not employ expatriates as extensively as by multinational enterprises. HR policies and practices remain relatively unchanged from the company's traditional home-base practices.Multinational enterprises (MNEs). Firms in the second phase of globalization have strategic corporate units located in foreign countries. Part of the firm's goods or...

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