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The changing role of the Human Resource Department



Table of Content
ABSTRACT ............................................................................................................................... 3
1 INTRODUCTION ............................................................................................................... 3
2 DISCUSSION ...................................................................................................................... 6
2.1 A review of Collins....................................................................................................... 6
2.2 The role of the Human Resource Department .............................................................. 7
2.2.1 In the International Organization .......................................................................... 7
2.2.2 In the Flexible High Performance organisation .................................................. 11
2.3 HR Department: Facilitator or Organiser .................................................................. 13
2.4 HR as an Outsourced facility ...................................................................................... 15
3 SUMMARY ....................................................................................................................... 19
References ................................................................................................................................ 21

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ABSTRACT
Changes exist as a natural rule in life. Every single time of change is seen as well as felt by
human being. And this study will mainly focus on the changes among firms and organizations
through years. In case firms and organizations have changes, HR (human resources) will be
surely put in the same trend. In order to catch up with modern competitiveness, firms and
organizations force their HR to make daily corresponding changes. This study reviews the
changing roles of the human resource department in the global context as well as in high-
performance enterprise. Moreover, the roles of HR department is examined under the view
whether a fascinator or organiser.
1 INTRODUCTION
Nowadays, the term job has become popular to most people. In general, job is represented
by giving jobs or doing jobs; both giving jobs and doing jobs are related to human beings (Tso,
2013). Giving jobs is referred to the employers or businessmen, and doing jobs is referred to the
employees. According to Francis and Keegan (2006), along with the development of advanced
technology, the importance of people has experienced daily changes. In addition, the role of jobs
is becoming more and more significant. Today, firms and businesses feel that only machine
capacity is limited, but not human efficiency (Farndale et al., 2010). In order to express and
implement human efficiency, such factors are necessary as business scope, environment,
interests, confidence, empathy, devotion, and so on. As a result, people are real assets of any firm
and organization. In case the environment changes, the choices and the expectations of the
employees also change. Many studies show that in order to deal with this issue, firms and
businesses decide to invest much money on HR (Human Resources) development for long-term
business motivations.
What is HR
According to the review of Tissen et al. (2010), HR is considered as total knowledge, skill,
creativity, and expertise of organizational workforce, and the values as well as benefits of each
individual. HR is referred to all activities between the employer and the employees among firms
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and organizations. HR is related to the generalist as well as the specialist of all activities. Also,
HR is regarded as the encyclopaedia to handle all information as well as actions of employees
among firms and organizations.
Change
Change exists everywhere, starting from the past. However, change speed or change rate is
nowadays quicker than the previous time. And this is considered as one important factor towards
modern environment. Change is related to such basic factors as environment, organizations, and
human resources. For material world, changes exist among lifestyles, inter-positional behaviours,
choices, value systems, emotions, learning styles, and so on. Organizational changes mean
importance changes towards the tasks, techniques, structures, or people in firms and
organizations. Change can also be considered as one affecting factor towards work patterns, or
relationships among firms and organizations (Spector, 2010). In some cases, changes become the
root of the imbalance in the organizational structure. Besides, people can understand
organizational changes as the studding of individual changes. Individual changes may be
represented as follows:
1. Adopting or adjusting changes based on external environment: offers for new jobs, or
payment concerns, or so on.
2. Keeping automatic changes in the absence of external changes: family responsibilities or
so on.
Why Change in HR?
As mentioned above, real assets as human resources contribute much to the changes of
firms and organizations. In modern competitive business environment, firms, their strategies,
their workforces, their skills, their job requirements, and their regulatory environments have to
deal with such rapid changes. Employee requirements for tomorrow differ from these for
today. As a result, the changes of HR activities play an important role towards the changes of
organizational environment, and the cause comes from employer aspects or employee aspects
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(Fugate, 2012). Besides, LPG (Liberalization, Privatization, Globalization) process is taking
place at a wonderful speed. As stated in Francis and Keegan (2006), human resources are
facing such diverse changes and therefore, it can become challenging for firms and
organizations to deal with their rivalries. One question is raised about the cause of changes and
the answer can be found based on the theory of Darwin about the survival of the fittest. Under
the context of modern world, competition may result in the cooperation. This can be positive or
even negative. Regarding HR people, they have their own different roles, and among which,
change management is considered as the most significant one. The skill of change management
is one key participant towards each HR practitioner. The trend of firms and organizations aims
at generating changes and thus, new thinking methods as well as new operating methods are
required. The main purpose of HR aims at adding more value towards its firms and
organizations, including two following points:
1. HR professionals have a new role in making contributions to increase competencies of
firms and organizations.
2. There is the need of diverse models in supporting decision-makers to apply appropriate
HR policies.
In competitive business world, HR does not need to have good understanding about
business operations, business managers; however, it is necessary for HR to possibly give
answers towards such questions as follows:
1. In what way firms or organizations can earn money?
2. Which costs contribute to reduce the revenue of firms and organizations?
3. What are the affecting factors towards the bottom-line?
4. Who are consumers as well as components of firms and organizations?
5. Which risks are firms and organizations facing?
6. What are the differences in SWOT analysis about firms and organizations?
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In order to find out the answers towards all above-mentioned questions, drastic and dramatic
changes are necessary for such a successful business direction.

2 SUMMARY
Effective and appropriate HR strategies, HR operations, as well as HR solutions play an
important role in achieving the goals of firms to enhance competitive advantages in the market. It
is mainly argued that human resources contribute to create the distinction for the performance of
firms and organizations. The recruitment, selection, reward, appraisal, and development of right
person are required for the efficiency, effectiveness, as well as success for firms and
organizations. Therefore, the employment of wrong person without knowledge, competency,
skills, as well as customer-focused attitude is antithetical towards those goals.
According to the existing good practices, HR plays an important role in establishing business
goals as well as HR goals, and enhancing effective HR activities. In order to meet this target, the
specialists on human resources need to have a good understanding about their businesses, current
markets, as well as business driving forces in which businesses are operating. Also, HR
specialists have an understanding about development strategies of their firms, performance
objectives, as well as driving forces. In particular, HR department should be involved in strategic
decisions at different levels within their firms. HR practitioners provide senior managers with
their own insights as well as observations to create the influences on strategies, or HR plans in
order to match corporate goals with the general HR strategy. Besides, HR has other functions as
follows: combine the line managers in addressing sensitive HR problems; advise or coach the
managers how to implement and deliver HR plans; and develop project plans and give supports
in implementing the initiatives such as restructuring or merger.
It is necessary for HR Department to have a good understanding about market factors which
affect the performance, competitors, customers, as well as globalization process. Especially, in
modern time, HR practitioners should identify HR tools affecting the performance of firms and
organizations. In order to achieve the success, HR Department needs to establish internal as well
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as external relations, considering good practices, current HR trends, and external HR markets.
HR Department will control the implementation of regulations and policies, ensuring that firms
have right people with right positions in order to achieve organizational objectives successfully.
The specialists on human resources should have a good understanding about HR technical skills,
some of who will have in-depth understanding. Those mentioned skills include organizational
design, organizational development, HR management, talents management, learning
development, performance development, reward, employment relation, as well as information
transformation. The specialists on human resources are suggested to exchange and learn from
internal as well as external experts in order to implement those activities effectively. Lastly, HR
specialists should have understanding about both internal and external affecting factors, for
example, politics can affect the direction or shape organizational structure as well as
organizational performance.

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