Functional area Plan: Human Resources
Member of Managing Mugs
Human Resources Manager Composition
The roles of Human Resources (HR) professionals are changing. HR managers were previously viewed as the patrolling unit of executive management. Yaduvanshi (n.d.) says that “their role was associated with personnel and administration functions that organization viewed as paperwork. In this role, the HR professional served executive agendas well, but was frequently viewed as a road-block by the rest of the organization. While some need for this role occasionally remains, much of the HR role is transforming itself.”
The HR manager’s role should match the changing needs of the organization. “Successful organizations are becoming stronger, more flexible, changing direction quicker, and customer-centered. The HR manager, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate, and a change mentor. At the same time, especially the HR Generalist, still has responsibility for employee benefits administration, often payroll, and employee paperwork, especially in the absence of an HR Assistant” (Yaduvanshi, n.d.).
One of the goals of the Zilack Corporation HR Department is to exhibit strategic human resource management by vertically aligning the department with the mission and objectives of the organization and horizontally integrating the department with other organizational functions (Chyn & Kaliannan, 2011). HR personnel must also take advantage of their organizational position to forge partnerships with other functional areas needed to maximize corporate effectiveness (Eisenstat, 1996).
Chyn & Kaliannan (2011) believe that “the function of human resource (HR) department in an organization has been evolving from personnel management to human resource management (HRM). Over time, the focus shifted from managing people to creating strategic contributions.”
Zilack Corporation’s HR department will formulate a management structure to meet the new goals and objectives of the company. This structure will be based on the five components.
HR will create a management system that will meet the new goals and objectives. The management system will be based on determining the personnel needed to meet company goals. HR will work to make sure that the systems are managed to achieve the new objectives and goals of the organization.
HR will study the current personnel and determine its effectiveness and potential needs. HR will examine whether positions need to be filled in functional areas in order to meet quotas or targets of the functional area. HR will then advertise the role and fill it within a specified period. This component also includes writing job descriptions and qualifications to match needed positions.
HR will observe the current personnel and estimate future operational needs. This may include restructuring the personnel or outsourcing specific departments. By looking at the types of skills needed to fill the roles, Zilack Corporation will be able to get the best candidates for specific jobs. This can be attained by looking at experiences and looking at other case studies within our area (blurtit.com, n.d.).
HR will improve plans that are in place. HR will work with IT to put in place a system to get feedback from employees. That feedback will then be used to make necessary changes.
HR will make changes and improvements to procedures, such as reporting grievances within the workplace. Confidentiality will be maintained in all cases and employees will be treated fairly and with the utmost respect at all times (blurtit.com, n.d.). HR will institute effective action plans to deal with all possibilities that may occur throughout the organization.
Below is a summary of job titles, descriptions, and skills of HR employees:
Human Resources Director
The Human Resources Director must have a Master’s degree in Business or Human Resources...
References: Blurtit.com (n.d.). What Are The Five Steps In Human Resource Planning Process? Retrieved July 30, 2011 from http://www.blurtit.com/q186793.html
Eisenstat, R. A. (1996). What Corporate Human Resources Brings to the Picnic: Four Models for Functional Management. Organizational Dynamics, 25(2), 6-21. Retrieved from EBSCOhost.
Goh Hui, C., & Kaliannan, M. (2011). Human Resource Management Practices in Logistic Service Provider Industry: A Case Study. Interdisciplinary Journal of Contemporary Research in Business, 2(9), 32-44. Retrieved from EBSCOhost.
HR Assistant Job Description. Retrieved July 31, 2011 from http://www.samplejobdescriptions.org/hr-assistant-job-description.html
Human Director Job Profile and Description. Retrieved July 30, 2011 from http://www.samplejobdescriptions.org/hr-director-job-description.html
Yaduvanshi, Sanjana (n.d.). Retrieved July 30, 2011 from http://jobs.jobsagar.com/hr_zone/complete_article.php?id=129
Please join StudyMode to read the full document