As a new generation HRs, we should know the new critical roles of a Human Resource practitioner. You should view this one to change the perception of many about HRs.

1. The New
Role
of
Human
Resources
Chapter 3

2. Making a Corrective
Action Some HR professionals are typical
bureaucrats. They see themselves
as compliance officers only.
They can not see themselves as going
beyond the command and control
mentality.
There is absolutely nothing wrong
with this “police” mentality
because an organization must
maintain consistency and firmness
in discipline.
The only problem is when the HR

3. The Balancing Act of
Human Resource
Professionals
1. Serving both management and
employees
2. As employee advocate and chief
social worker
3. “Owning” the people issues
4. A rubber stamp of other
managers rather than a partner

4. 1. Recruitment, Selection
& Placement
2. Training &
Development
3. Performance
Evaluation &
management
4. Promotions
5.Redundancy

5. 7.Record keeping of all
Personnel data
8. Compensation,
Retirement, Incentive
Programs
9. Confidential advice to
internal ‘customers’ in
relation to problems at
work
10. Career Development

6. The emerging role of Human
Resource Management is
anchored on the present world
developments.
Firstly, there is a rapidly
changing economic
environment, brought by the
advent of globalization and
deregulation of markets,
changing customer and investor

7. Secondly, there is the present
economic recession, the worst that
has hit the world since the
depression of the 1930’s.

8. A Strategic Partner
HR’s business objectives are
established to support the
attainment of the over all
strategic business plan and
objectives.
Employee Advocate
HR Professional plays an
integral role in organizational
success through his disciplined
knowledge about and advocacy
of people.

9. Change Champion
Generally, there is always resistance
to change as, among others, it
threatens job security, disrupts
established relationships, and alters
status quo.
Harness the Benefits of
Technology
The impact of an effective Human
Resources information System
(HRIS) cannot be overestimated.
HRIS could provide better and faster
customer service and free your time
for dreaming up new value-added
strategies.

10. Skills for effective
Human
Resource Management
Chapter 4

11. Lists of Critical Skills
and Attributes
1. Human Relations or Interpersonal
2. Multitasking
3. Organization
4. Ability for Dual Focus
5. Trust and Confidence
6. Dedication to Continuous
Improvement
7. Negotiating & Problem-solving
8. Team-oriented
9. Honesty & Integrity

12. BSBM – HRDM 3A
♥♥♥
Amparo, Mary Rose C.
Diego, Theresa Mae P.
Padua, Aleksandra
Tija, Jobelyn J.
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