HUMAN RESOURCE MANAGEMENT

Changing Roles in Human Resource Management

Executive Summary3

Introduction5

Background5

Need of Change in HRM Role5

Orientation6

Literature Review9

The Shortcomings of the Literature Review12

Significance of Research Project12

Data Collection and Analysis14

Interviews17

Questionnaire information18

Key Findings18

Key Implications19

Limitations of the Research23

Conclusion23

Executive Summary

In our research proposal, we have discussed how the role of traditional HR has changed from a more conventional approach to a more strategic one. Although this revelation is now more known than ever, appropriate literature regarding the level of impact this has casted on an organizational operational practices is still very much unknown. In our research, we have used two companies in Australia as our case example to extract information regarding their SRHM practices. We have also tried to determine the level of impact their SRHM practices has had on an overall functionality of the organization.

This paper also emphasizes on the importance of changing in the HR role and practices. As of late we have seen that HRM has experienced numerous stages. At first primary centre of HRM was on contracting and terminating; however in current corporate situation HRM has a great deal more obligations like relationship building, enactment part. HR part is currently moving from defender to key accomplice.

During the development of the case studies, interviews and questionnaires were conducted to extract information from the senior managers and staff of the organizations. Later on, the extracted data was analysed and key findings related to the data were recorded. We have also included limitations of our model cases, wherever deemed necessary, to increase the understanding of the research. Conclusion was in the end drawn from all our discussions and research findings.

Changing Roles in Human Resource Management

Introduction

Background

Previously HR department was acknowledged as a greater amount of administration department, however later its criticalness was distinguished. HRM is distinguished as heart of the organization where it includes in hiring, inspiring and retaining the profitable workers who perform nature of work so as to accomplish the organizational objective. In the most recent 30 years, there has been a memorable change in the company's decision of Human Resource Management (HRM) practices towards what are frequently labelled creative or high execution practices. The new practices require more amazing collaborations, more commitment by the workers at the present time choice making. In this way, there is compelling need of progress in the practices and parts of HRM keeping in mind the end goal to perform better and accomplish the objective of the organization (Kesler, 1995, pp. 229-252).

Need of Change in HRM Role

The role of human resource management is changing exceptionally rapid. This change is needed keeping in mind the end goal to help corporate to realize their objectives. As of late we have seen that HRM has experienced numerous stages. At first primary centre of HRM was on contracting and terminating; however in current corporate situation HRM has a great deal more obligations like relationship building, enactment part. HR part is currently moving from defender to key accomplice. These days the majority of the high performing organizations are levelled with minimum chain of ...