Human_Resources

Running head: HUMAN RESOURCE ROLES AND RESPONSIBILITIES Human Resource Roles and Responsibilities La Thresiea Smith University of Phoenix Human Resource Management MGT 431 Joe Ferrado December 14, 2009 Human Resource Roles and Responsibilities Organizations tend to focus on the departments that generate the company’s revenue and capital gains in the market. Human Resources Department contributes much of that gain with the skills the department possesses. “The human resources department is an essential element of and organization’s success (Noe, Hollenbeck, Gerhart, & Wright, 2007, p. 2).” This department helps maintain and builds stable teams for the organization. The human resource is the department that keeps the employees and stakeholders satisfied, motivated, and productive at work. This department has many strategies and practices that influence other departments of the organization. Human Resources Human resources can be defined into simple terms and broken into different elements that makes up what human resource are. A general definition of human resources can be defined in simple terms with a broad scope of understanding. “Scarcest and most crucial productive resource that creates the largest and longest lasting advantage for an organization. It resides in the knowledge, skills, motivation of people, is the least mobile of the four factors of production, and (under right conditions) learns and grows better with age and experience which no other resource can ( business).” For an organization to be more productive the human resources department must be successful in many areas of the business. Polices, practices, and systems that influence employees’ behavior, attitudes, and the performance of the employees are the practices that human resources are trained to be knowledgeable in. The skills that human resources develop and practice are skills that passed to leaders of the organization to influence the ability of the companies drive and motivation. Human resources deal with issues that arise in different forms such as ethical, diversity, and legal issues. This of part human resources will define the difference between the administrative and strategic roles of the human resources. Role of Human Resources The difference between the roles of strategic and administrative human resources is the value that each role processes and how the information is used within the company. The strategic role of human resource analyzes while researching the design of a job to fit the company. Strategic role deals with change and implementation it is the output drive of human resources. The strategic role is not just filing or processing paperwork but the advisor of the company. The strategic role of human resource goes beyond the administrative role; it trains for the future. “Strategic human resource is preventive rather than corrective or punitive. It is developmental in orientation. The conventional human resource function is the dispenser or implementers of justice and protector of corporate assets. It views employees as resources not be wasted rather than strategic resources to be developed. Strategic human resource aims to create a working environment conducive for employees to do things right the first time. It aims to prevent mistakes rather than punish them (rtdonline.com).” Administrative is role keeps the traditional process of recruitment, training and the performance evaluation. The traditional human resource does not focus on molding the employees for the future. Traditional human resources have no need to develop or mold employees to be multi-skilled, cross-functional, empowered or team players (rtdonline.com). “Most traditional HR performance appraisal systems basically gauge how well a subordinate satisfied his boss or superior during the appraisal period. This degree of satisfaction may or ma not be related to how well the employee contributed to corporate goals. Most of the time, it does not. For this reason, conventional performance appraisal has become a highly politicized, controversial, wasteful exercise that creates more disharmony than teamwork in the organization (rdtonline.com).” Reference Noe, Hollenbeck, Gerhart, & Wright, (2007). Fundamentals of Human Resources Management. Retrieved from University of Phoenix eBook