The Changing Role of Human Resources :: Human Resources Essays

IntroductionIn most companies today, the HR matter provides spanking services to such stakeholders as job applicants, workers, supervisors, middle managers, and executives. Yet, the HR function tends to be located at the end of the business chain, on the reactive side, and likewise frequently centers on carrying out actions rather than achieving outcomes. The role of the HR function is frequently one of providing people, training, and secluded HR efforts after others have formulated organisational strategy and have initiated operational accomplishment. Cost centered management of worker benefits programs such as health insurance, workers compensation, and pension plans have also figure signally in an effort to control out of control operating costs (Dunn, 2006).DiscussionThe HRM department at our company does not really play a strategic role in the organization. Presently they spend the majority of their time doing the day to day things like hiring people, training, and other H R efforts that allow the business to function everyday. In order for business to achieve success in the every changing business world it is important for HR departments to become more strategically aligned with the overall goals and efforts of companies. There are three key reasons why businesses are changing their methods. The first is reducing costs. HR departments should no longer exigency to be seen as just a support function and cost center, they need to show their value. Secondly, it is the competitiveness of business today and the fight to employ and carry people that will help drive the business. Finally, HR departments are now expected to have an reading of how other departments function in order to brand name a valuable contribution to the whole of the business (Brockway, 2007).The HR professional who will succeed in guiding their organizations into the future will be those who understand and use business strategy understand corporate culture, plans and policies reco gnize future problems and work solutions can deal with all types of people can communicate salutary verbally and in writing and can recognize, recruit and train future executives. As organizations continue to move towards collective systems and combined financial resources for managing their human capital, we are likely to see more organizational structures combining both HR and Organizational Development (OD). The time has come to quit debating ODs involvement in HR systems and seek the present opportunities of showcasing the skills of OD in building organizational capacity and having a measurable impact on workforce productivity.