Human Resource Roles And Responsibilities Essay

923 words - 4 pages

In today's modern world Human Resource roles and responsibilities include far more than managing compensation and benefits. Human Resource departments are now looked on and valued as strategic business partners in their organizations. In a world where administrative skills used to be enough; human resources now demand a skill mix that also includes consulting, coaching, and communication, along with a broad understanding of the business plan. Increasingly, organizations will seek HR professionals who can align HR strategy with business strategy (Bundy, 1997, p. 3). In this paper I will review Human Resource roles and responsibilities in response to trends in globalization, technology, diversity, e-business and ethics.Trends in globalizationHuman Resource professionals are increasing their scope when it comes to searching for talent. Globalization has enabled HR professionals to seek candidates from around the world. This trend towards globalization brings up several new factors to consider when hiring employees. For example, HR practices must take into consideration differences in culture and business practices. It would be a mistake to send someone who has been an excellent manager in one country to a brand new country and expect him to be as successful as he was in his own country. Before selecting employees to work in another country, HR must take into consideration the employee's ability to understand and respect the cultural and business norms of the host country. In addition, even hiring at home may involve selecting employees from other countries. It is estimated by 2006 immigrants will likely account for an additional million persons in the U.S. workforce (Noe, Hollenbeck, Gerhart & Wright, 2004, p 23).TechnologyLeading today's HR function involves much more than having the right programs in place for employees and managers. Now, one of HR's most important responsibilities is leveraging technology and the Internet to support both the function and the business (Mercer, 2006). Advances in technology have had huge impacts on how HR professionals manage Human Resources. Management and implementation of Human Resource information technology solutions now include highly developed Human Resources programs often referred to as HRIS (human resource information systems) that are used in an effort to maximize productivity throughout an organization in areas related to Workforce Planning (Staffing and Training), Compensation, Benefits, Safety, Work-Life, Performance and Position Management, etc. Typically, HRIS technology replaces the core HR activities of 1) payroll, 2) time and labor management, 3) benefit administration and 4) HR management by streamlining them electronically. While using the internet or corporate intranet as a communication and workflow vehicle, HRIS technology can convert these into web-based components of the ERP system and reduce transaction costs, leading to greater HR and organizational efficiency.DiversityThe labor...

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