The Evolving Role Of HRM

  Possible HIRAL THAKKAR .Administrative expert 3.Strategic HR V/S Traditional HR roles assumed by the HR function 1. 6.Employee champion 4.Change agent 5.Strategic partner 2.

Strategic partner  Partner with seniors  Identify components  Facilitates strategy  Implementation  .

Administrative expert  Image of rule-making police  Routine activities  Rethinking of function  New tech. – cost efficient   .

Employee champion  Commitment to the jobs  Provides training  Enhance employee morale   Change agent  Delivers change initiatives on time  Overcome resistance to change   .

developed. disseminated 3 Relationship builder  Work across the depart.  Teamwork lead to outstanding per. 4 Rapid deployment specialist  Rapid change  .Lengnick-Hall model – HR roles 1 Human capital steward  Friendly environment  Competitive advantage 2 Knowledge facilitator  Procurement of knowledge & necessary skills  Acquired.

SHRM .competencies  Strategic contribution  Business knowledge  Personal credibility  HR delivery  HR technology .

SHRM – specialization  Identifies the set of competencies  May need to become more specialized  Chief financial officer  Internal consultant  Talent manager  Vendor manager  Self-service manager .

Lepak & Snell’s Employment Model High U ni uene q ss Low Low S tra te g i c High .

   .Southwest Airlines Most successful airline companies in 1990 Key factors for its success:  Unique corporate culture  Human resource management policies  Success of SWA is centered around a “ Value Cycle”.

 How does SWA differentiate itself from the competitors: ▪ Short-haul and quick turnaround of planes at the gate ▪ Use of less congested airports ▪ Stringent selection process of employees ▪ It attempts to offer the lowest air fare in a specific market  SWA  has a culture that stresses “LUV” and “FUN”. .

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