Changing Role Of Personnel ManagerRole of the HR manager must parallel the needs of his changing organisationSuccessful organisations are becoming more adaptable, resilient, quick tochange direction and customer-centered and HR professionals also orientedtowards that destiny.Presently HR professionals are considered as: Strategic Partner Employee Sponsor or Advocate Change Mentor
Changing Role Of Personnel Manager Cont.. Strategic PartnerIn this role, the HR person contributes to the development of and theaccomplishment of the organisation-wide business plan and objectives.Strategic partnership impacts HR services such as the design of workpositions; hiring; reward, recognition and strategic pay; performancedevelopment and appraisal systems; career and succession planning; andemployee development
Changing Role Of Personnel Manager Cont.. Employee Sponsor or AdvocateAs an employee sponsor or advocate, the HR manager plays an integral rolein organisational success via his knowledge about and advocacy of peopleAdvocacy includes expertise in how to create a work environment in whichpeople will choose to be motivated, contributing and happyFosters effective methods of goal setting, communication and empowermentthrough responsibility, builds employee ownership of the organisationHR professional helps establish the organisational culture and climate inwhich people have the competency, concern and commitment to servecustomers well.HR manager provides employee development opportunities, employeeassistance programs, gainsharing and profit-sharing strategies, organisationdevelopment interventions, due process approaches to problem solving andregularly scheduled communication opportunities
Changing Role Of Personnel Manager Cont.. Change MentorThe constant evaluation of the effectiveness of the organisation results in theneed for the HR professional to frequently champion changeHR professional contributes to the organisation by constantly assessing theeffectiveness of the HR functionHe sponsors change in other departments and in work practices and also linkchange to the strategic needs of the organisation will minimise employeedissatisfaction and resistance to changeHe champions the identification of the organisational mission, vision, values,goals and action plans
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