Hr Role In An Organization

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HR Role in an Organization

HR Role in an Organization

Overview of Organization

The ECGI is an international scientific non-profit association. We provide a forum for debate and dialogue between academics, legislators and practitioners, focusing on major corporate governance issues and thereby promoting best practice.

Our primary role is to undertake commission and disseminate research on corporate governance. Based upon impartial and objective research and the collective knowledge and wisdom of our members, we can advise on the formulation of corporate governance policy and development of best practice and undertake any other activity that will improve understanding and exercise of corporate governance (Armstrong, 2001).

In seeking to achieve our aim of improving corporate governance, we act as a focal point for academics working on corporate governance in Europe and elsewhere, encouraging the interaction between the different disciplines, such as economics, law, finance and management (Boselie, 2005).

HR Role & Responsibilities

The HR Roles and Responsibilities needs to react to this basic request by the organization to keep the level of the satisfaction. Unfortunately, when you browse the Internet to find information about the HR Roles and Responsibilities, you usually find the tables describing the split of roles and responsibilities between HRM function and the internal clients (Boyd, 2003). 

Nowadays, the HRM has to deliver even more. The HR Roles and Responsibilities have to take the high level recognition of the organization and they need to be adjusted to make a full fit.

HR Role in Strategic Planning

Human Resource Management is commonplace in larger companies. According to Richard Chang, author of The Passion Plan at Work, HRM focuses mainly on HR Research and Information Systems, Union/Labour Relations, Employee Assistance, and Employee Compensation/Benefits.

The main point is that HR is often thought of as the place to go for employee conflict, employee assistance, or compliance issues. But HR is much more than that, and top management would do themselves and their organizations well if they included HRM and HRD professionals in their strategic planning (Brewster, 2000). There is nothing to lose by doing so, and plenty to gain.

HR role in giving the organization a competitive advantage

As environments become increasingly dynamic, is innovation more or less important? More, obviously. At least adaptation is essential, innovation even better. But we know that the most potent sources of innovation are often ideas that emerge from within the company - usually in connection with an insight that someone has in working with customers. So a strategically minded HR department can craft jobs, create networks among people, and provide the training that helps every person in the organization become part of its innovation engine (Bryman, 2003).

As environments become increasingly dynamic, is it more or less important that your senior leaders are flexible, externally focused and well prepared? Well, obviously, more important.

But who is overseeing the long-run development of these key people? Who makes sure that over the course of a career they are exposed to the right experiences, get the right development opportunities through formal and informal executive education and mentoring, and ...
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