The Roles and responsibilities of HR

The Roles and Responsibilities of HR Grant W. Rigdon

The Roles and responsibilities of HR

Every organization depends on the human resource department to achieve success. HR controls several aspects comprising of the design of the job, examining the work, appealing the potential staff members, selecting and training employees. HR is also responsible for creating benefit packages for employees as well as creating a positive work environment. To put it plainly, the organization would not exist without the employees, and Human Resources hires the employees. At companies with effective HRM, employees and customers tend to be more satisfied, and the companies tend to be more innovative, have greater productivity, and develop a more favorable reputation in the community (Gerhart, Hollenbeck, Noe, & Wright, 2007). Although HR has an effective plan and strategy in aiding organizations with success, they must not be stagnant to the ever changing world and economy. HR needs to consider technology, globalization, e-business, diversity, and ethics when creating a new identity to better affect organizations. A major impediment that HR has to overcome is globalization. As technology improves the business market becomes more global HRs roles will grow to include services to accommodate organizations. During the summer of 2006, over 26,000 international staff from one hundred countries worked in camps across the United States. Their positions included counselors, program staff, administrators, cooks, housekeepers, maintenance staff, and others (Kosch, 2007). Jobs differ depending on the capacity of location for HR to make available employees, training, and any services needed worldwide to allow a company to expand. In order to obtain greater development and profit HR must utilize the technology at hand to adapt in the competitive global businesses market. Technology permits HR to use new and different techniques of recruitment and interaction between potential employees and companies looking to hire. New technology can ease and simplify Human Resources workload of measuring employees work performance and generating feedback. Variations of business environment can affect every aspect of Human Resources Department such as, job design, staffing, orientation, training and pay. As technology progresses on a daily basis, which provides the customer new means of buying goods and services each organization must develop an online data base. There is a vast divergence between onsite businesses in a physical location and a virtual website business. HR must acknowledge this difference. HR authorities must acclimate quickly to the operation of an internet based business so as to increase performance to function efficiently. This is another reason why HR must keep up with technology and use it to its advantage. Success is achieved by HRs ability to comprehend the difference between each type of business and performance levels. The management team needs to support HR by enforcing said policies created by HR. Task force teams can be crucial in making decisions and implementing ideas for human resources. Moving to e-business takes many steps and getting players on board. However, HR must adapt to these changes in order to be successful and continue doing its purpose. Change is the biggest aspect which affects the workplace because change is the significant inevitable factor in the equation. The workforce mirrors the change in society. Historically, white males have controlled the workforce however; this has changed over the years and this hasnt been enforced for decades. In the present day workplace employees consists of men, women, people of all ages, and from all ethnic backgrounds and religions. Despite the large amount of diversity in organizations, HR must create an unbiased and pleasant work environment. HR must guarantee their organization remain in compliance with all anti-discrimination laws while also cultivating a work environment where a diverse group of individuals can work together productively. To maintain a positive work atmosphere HR must involve itself in the ethical behaviors of an organization. Research suggests that successful ethics management depends less on formal ethics programs and more on employees' fairness perceptions, ethical leadership at all levels, and the alignment of multiple formal and informal cultural systems to support ethical conduct. To the extent that HR systems invoke fairness evaluations, HR managers design leadership training, and HR systems help to create and maintain organizational culture, HR professionals must play a key role in ethics management (ArticlesBase, 2010). Ethics/compliance officers must monitor employees and their ethical concerns, then communicate them to HR. HR is the first step for employees in the organization and must effectively communicate what ethical behavior is expected. HR must also communicate what rights and choices employees have if any unethical situations occur to them or around them. As society changes with technology as well as the economy HR has to adapt to allow the company to survive. The basic fundamentals of HR are crucial for a business to succeed, grow and expand. Each topic discussed is an intricate piece of the puzzle; whether with training, development and efficiency. That goal remains the same but with globalization becoming a trend and technology becoming more advanced daily, the methods in reaching these goals change. HR must provide a workplace where anyone from any background can work

The Roles and responsibilities of HR

proactively and productively with the next very different employee. HR is the backbone of organizations and will continue to grow with the changing world of business globally.

References ArticleBase. (2010). Free Articles. Retrieved from http://www.articlesbase.com/human-resources-articles/the-keyrole-of-hr-in-organizational-ethics-896775.html Kosch, S. (2007). Global Understanding: The Benefits and Challenges of International Staffing. Camping Magazine, 80(5), 1. Retrieved from MasterFILE Premier database.

The Roles and responsibilities of HR

Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, Patrick M. Wright. (2007). Fundamentals of Human Resource Management.