Entries Tagged 'HR Role' ↓

Many people believe they are the best candidates for the position of the HR Business Partner. But many times they do not understand the real job content of the real HR Business Partner. HR Business Partner is not the employee to drink coffee with the Business Leaders to make them feel good. Continue reading →

Every single HR Business Partner has a dilemma. What is the main role of the HR Business Partner? To be a Key Account Manager of HR at the client? Or to be a Key Account Manager of the client at Human Resources?

HR Business Partner is just a human being. As the HR Business Partner is in a daily contact with the internal client of HR, the relationship with the internal client gets closer and closer. And the internal client wants solutions, which makes his/her life easier in the organization. When the internal client has a chance to get some advantage, he/she would be crazy not to try to get the advantage with the small help from the HR Business Partner.

On the other hand HRM has a lot of its goals and tasks. And the managers have not to be comfortable with all the tasks, which are ordered by the HRM. In that case, Human Resources Management need strong HR Business Partners with a good relationship with the internal client to push the tasks and to get their buy-in. But after some time the HR Business Partners tend to fight for the internal client more as it can increase their popularity.

There is just one cure for this issue. The HR Business Partners must have to change their internal clients to serve from time to time. It is not to break all the relationships, but it helps to build new ones and the new HR Business Partner has a different opinion and can bring better solutions. The HR Business Partner should not serve the same internal clients for a long period.

Clearly defined role of Human Resources in Recruitment process is very important for measuring the success of the whole Recruitment Process. The overall setting of the HR Role in Recruitment is directly linked to Recruitment Strategy and HR Strategy.

The Recruitment Strategy has clearly define the role of Human Resources and of Hiring Managers as it is a very important for setting the correct measures and to identify potential gaps in the whole recruitment process.

A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM was responsible for maintaining the vacancies advertised and monitored, but the real impact of HRM to the performance of the whole recruitment process was minimal.
But as the role of Human Resources in the business was increasing, the HR Strategy was changed. From making the process working to the real management of HR Processes and the Recruitment Process was the first to manage. The Recruitment Strategy changed - the efficiency and costs to the company were more important.

The HR Role in Recruitment changed and HRM:

• decides about the design of the recruitment processes and to decide about the split of roles and responsibilities between Human Resources and Hiring Manager
• decides about the right profile of the candidate
• decides about the sources of candidates
• decides about the measures to be monitored to measure the success of the process

The role of HR in Recruitment is very important as HRM is the function to work on the development of the recruitment process and to make the process very competitive on the market. As the job market gets more and more competitive, the clearly defined HR Role in Recruitment will be growing quickly. HRM is not a function to conduct all the interviews today, the main role of Human Resources is to make the recruitment process more attractive and competitive on the job market.

Human Resources Management is still a function in the process of a quick development in organizations. As the cost of human capital is quickly growing, the HR Role is more and more important for modern organizations.

HRM is still not recognized as the function important for the competitive advantage on the market. HRM is still very linked with the quality of HR staff in the department and it is not linked with defined HR Processes. Many HRM departments have nice and clear processes defined, but they fail to execute as they do have a relationship and trust built with internal and external clients.

HRM should play the same role as Finance in the organization. Analogically with Finance HRM cannot be responsible for the direct execution of many business activities, but it can be fully responsible for providing tools and monitoring. But what happens usually? HRM takes a role and responsibilities, which HRM cannot drive. HRM sets its own responsibility over the quality of staff and HRM drives managers.

HRM does not recognize its HR Responsibilities and roles in the organization. HRM has to play the role, the business wants HRM to play. The main role of HRM is to provide the business leaders with provoking questions to get their buy-in for a solution.

You can find more about HR Roles and Responsibilities here.

Human Resources Strategy must follow the Business Strategy. It is very easy statement, but in many companies this easy rule is not followed.

You can find a lot companies, which provide really sophisticated services to the customers, but their Human Resources should be called more Personal Administration Department. And many factories, which have really just basic needs in the area of human capital development have a very strong HR function.

HRM is a very expensive function for companies and each company should have a strategy in human resources area consistent with the overall business strategy. The HRM has to decide about the correct HR Strategy to be applied to fully meets the requests of the organization at the best return on investment into the human capital.

The main drivers for deciding about the appropriate  HR Strategy should be:

• competition on the market
• complexity of skills and competencies required
• possibility of investments into human capital

The HR Strategy must clearly react to these conditions and it has also project the future development supposed by the overall business strategy. And it is the main task of the HR Management to find a suitable solution to make a complex alignment of the HR Strategy and Business Strategy.

HRM is usually organized as as a typical service organization. It has some Front Office, Back Office and Experts. Front Office deals with internal and external clients, Back Office processes the requests from Front Office and clients and Experts - develop new procedures and processes based on the requests of clients and from monitoring the market for best practices. In Front Office HR Business Partners are the most common position.

The Front Office part of Human Resources is usually the weakest part of the whole function. The employees, HR Business Partners, are under a constant pressure and they have to be really clever.

The main competencies and skills of the HR Business Partner are:

• a deep knowledge of the internal client
• a deep knowledge of the processes and procedures conducted at the internal client
• a deep knowledge of HR procedures and policies
• a knowledge of employees working at the internal client
• a knowledge of the competition and external job market

The main role of the HR Business Partner is to provide the managers with a help how to work with HR policies and procedures. And - to help managers to work with their staff - to manage, to lead and to develop them to be more successful in the future.

But many times, the organization hire young employees to the positions of HR Business Partners, who cannot serve the client fully. They just serve the clients as “paper-handling” employees. They are not able to discuss with the manager the issues as they have no previous experience and HR Back Office and HR Experts are hugely overloaded as they have to solve the “issues” arisen by the HR Business Partners.

When the organization plans to hire a new HR Business Partner, it is better to look inside the organization to find a suitable person in Back Office or the Expert. Because the knowledge of procedures and the internal client is essential for the success in the position of the HR Business Partner.

Human Resources becomes one of the most important components of the organization. The people are a real human capital in the organization, which demands huge investments. Focusing those investments into the human capital are the main role of Human Resources.

Modern Human Resources Management has four main roles in the organization:

• business partner
• change agent
• employee advocate
• administration expert

These four basic roles of Human Resources allow HR professionals to help the organization to identify the basic needs in human capital development and to provide managers with a help to develop their subordinates.

Human Resources is not a department to take care of employees, it is the role of managers. HRM function has to provide managers with tools to manage, lead and develop their employees to maintain competitive on the market.

HRM function has the potential to identify the gaps in the organization and HRM can help to provide the organization with the implementation plan to fill these gaps and to ensure the best investments are done.

The human capital becomes the most expensive part of the organization and HRM has to be prepared to take care of these investments.

HR is not a department about a rocket science. The main goal of Human Resources is to keep efficient and cost saving operation with the human capital of the organization. Human Resources must know its HR Role.

The HR Department must fight for its place within the organization. There are companies, where Human Resources is really a strong department and there companies, where Human Resources is a department to be ignored.

When HR knows its position within the organization it can start to play its role. The roles are pretty well defined by David Ulrich. The role of HR can be divided into 4 main segments:

• Business Partner
• Employee Advocate
• Change Agent
• Admin Star

It is important to mention, the 4 roles have the same importance. The HR Department cannot decide about the stress to one role and ignoring issues in different segments. All the roles must be played at the same level to be a “trustful” business partner by other managers.

HR Role is easy to be defined, but to act according the model needs a lot of smart people inside Human Resources, who can distinguish the priorities and strategic tasks, which will help the whole organization.