Professional Documents
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The Core Roles of Human Resource Management
The Core Roles of Human Resource Management
categories. The titles of the clusters are tentative, and are open for comment.
ROLES
The roles listed above are now described in terms of broad functions, activities and
outcomes to illustrate more or less what the descriptions will look like once the Standard
Generating Groups begin to work with each role in detail.
STRATEGIC PERSPECTIVE
§ Develop Human Resource plans and strategies aligned to the organisation’s strategic
direction. and business strategy. Provide tools and tactics to enhance execution of these
strategies
§ Integrate HRM with current and pending legislation and socio-political changes.
§ Integrate Human Resource Management with general organisational management.
§ Manage the interface between HRM processes and systems.
§ Formulate and communicate HRM policies.
§ Act as the conscience of employer with respect to people issues.
§ Scan the environment (both international and national) and identify emerging trends that
will affect the organisation and the management of people therein.
§ Assess the long-term impact of short-term decisions on people.
§ Manage people related issues accompanying mergers, alliances and acquisitions.
§ Express (embody) the philosophy and values regarding people management in the
organisation.
ORGANISATIONAL DESIGN
§ Analyse work processes and recommend improvements where necessary.
§ Recommend options for organisational design & structure.
CHANGE MANAGEMENT
§ Advise management on implications of change for employees.
§ Co-ordinate & facilitate the change process.
§ Facilitate changed relationships.
§ Provide support structures for employees during change.
§ Deliberate and proactive management of the changing environment and its implications
for work and the organisation.
CAREER MANAGEMENT
§ Design and implement a career management program aimed at integrating individual
aspirations and organisational needs & realities.
§ Manage career-related issues in the organisation for example women, affirmative action
and management of diversity with attention to legislation in this regard.
§ Manage career-related issues surrounding organisational restructuring, downsizing &
outplacement including provision of support.
PERFORMANCE MANAGEMENT
§ Design and implement a performance management system linked to relevant HRM
systems and aimed at contributing directly to the business strategy.
§ Assess performance.
§ Use outcome of performance assessment as the basis for decision-making in areas
mentioned in point 1.
§ Management of individual as well as collective labour (organisational) performance.
INDUSTRIAL RELATIONS
§ Develop and communicate industrial relations policies and procedures in line with
legislation.
§ Involvement in grievance and disciplinary hearings
§ Lead negotiations (where necessary).
§ Implement termination procedures
§ Assessment and management of organisational climate and employee relations
§ Liaison with trade unions
§ Implementation of outcomes of collective bargaining and negotiation
COMPENSATION MANAGEMENT
§ Develop compensation strategies and policies in line with legislation and the organisation’s
business strategy.
§ Attach meaningful monetary values to posts in the organisation ensuring that the
organisation’s compensation is in line with market forces (this may be by means of
traditional job evaluation or other methods such as skill or competency based pay).
§ Develop appropriate compensation systems for the organisation.
§ Manage overall labour costs.
INFORMATION MANAGEMENT
§ Provide current information regarding employees to be used in the decision-making
process and measurement of HRM’s contribution to the organisation.
§ Advise management regarding trends emerging from the data.
§ Conduct HRM research with the aim of solving problems in the organisation.
ADMINISTRATIVE MANAGEMENT
§ Provide integrated HRM administration that is speedy & cost effective to receiver &
administrator.
§ Integrated employee data management
FINANCIAL MANAGEMENT
§ Manage the budget for HRM functions (Training and development, IR compensation,
Employment Equity).
§ Negotiate maximal funds for HR.
§ Add value to the organisation by demonstrating a sound understanding of the complexity
of business.
§ Measure the financial impact of human resource systems.