Human Resource (HR) Roles and Responsibilities
In a conversation with my boss, K. Hodges (personal communication, May 16, 2007), companies are seeking to change the role of their HR organization to an organization which is a highly proactive partner, playing a leadership role in helping to frame the company's operating strategies to meet corporate objectives. This is a changing role of Human Resources management (HRM). This leadership role includes globalization, technology, diversity, e-business, and ethics.
PR Newswire (2007) published an article regarding globalization on April 27, 2007. The news stated majorities around the world believe economic globalization benefit national economies, companies, and consumers. This report was based on a global poll conducted by the Chicago Council on Global Affairs and WorldPublicopinion.org, in cooperation with polling organizations from around the world. I believe this associates with HR management. Any systems that influence employees' behavior, attitudes, and performance, through changes that revitalized a company is centered around the HRM. Globalization is a system that is influencing employees. Highest support is found in countries with export-oriented economies like China, South Korea, and Israel. About 60 percent in the United States think globalization is mostly good ("Wire Feed," 2007). Economist.com (2001) stated antagonist of globalization claim that poor countries are losers from global integration. The Economist submitted a report from the World Bank demolishes claiming poor countries' economy that are more globalize are growing faster than poor countries that are less globalize. In fact, they claim these poor countries have grown faster than rich countries.
Technology is helping organizations manage everything from recruiting and benefits to attendance and training. As information systems get smarter and self-service takes hold, the HR professional's role is undergoing a spectacular change. I believe HR is working closely with computer technology. As computers take over more data-management tasks, the HR person's job becomes less about forms and numbers and more about using technology to support company objectives and handling the people side of things. I found that the use of new technology in HR not only produces cost efficiencies, but also creates better communications and employee engagement. Duncan Brown, author of Personnel Today (2007), stated the technology is evident through intranets and self-service systems; improving job design to facilitate flexible and home working at IBM; and supporting what one HR director called "the most important people management relationship: between the immediate line manager and their staff." He further stated that history shows that the use and exploitation of new technology is a social...