Human resources management explained – Part 1
The human resources department is one of the most important departments in an organization. Almost all the activities of an organization revolve around the HR department. A Human resource professional must perform a lot of functions and roles in an organization towards the actualization of the corporate goals and objectives of the firm in a way to drive the organization’s vision and mission. The core roles of a human resources person are grouped into four broad roles that must be carried out professionally. The Human resources professional must be all of these;
A STRATEGIC PARTNER TO HIS ORGANISATION. AN ADMINISTRATIVE EXPERT. A CHANGE AGENT. AN EMPLOYEE CHAMPION.
As a strategic partner, the HR professional must be able to partner with the organization in developing plans that will align the human resources of the firm with the long term corporate goals and vision of the firm. He should be able to contribute to business strategy development by aligning HR jobs with strategic goals. He should be able to provide tools and create an enabling environment to actualize these goals. He is the eyes of his firm in the outside world and should be a liaison between his firm and the society, environment and government. He should be able to analyze work processes and recommend improvements where necessary. He should develop policies that will benefit the firm, Management and employees alike.
As an Administrative expert, the HR professional is expected to carry out administrative duties like providing the necessary tools needed for the organization to operate successfully. He should be able to manage the overall labour costs in his organization and plan for administrative budgets. As an administrative expert, the HR person should be an information manager. He should have at all times all data relating to employees and make same available all times. The HR person should be able to discover new and evolving trends that will be beneficial to the company and advise Management accordingly. He should always conduct research to find out what is obtainable in other firms that makes them tick and advise management. The HR person should be able manage HR budgets (recruitment, selection, training and development, etc. He should be a good negotia r in times of salary decisions.
As a Change agent, he should be able to find out new ways of doing things that can move the company forward. He should be able to convince Management on the need for the change and address employees about