While risk management is not a typical HRM role – a function usually relegated to finance and accounting – “the HRM department can contribute to reducing an organization’s risk exposure due to employee misconduct through developing policies and procedures to address misconduct, publicizing them, and training employees in their implementation.” Clearly written and logically sound, this article is apt reading for the HRM coursework.īenowitz, S. Basic functions usually ascribed to an HRM department include hiring, screening job applicants, managing payroll and benefits, ensuring fair employment practices documentation, and carrying out training and development. And, how these matters are handled can profoundly affect an organization, its members, and its reputation. Though not usually thought of as a major player in reducing an organization’s risk exposure, the HRM department sometimes finds itself front-and-centre in addressing employee misconduct. Kemery argues that the HRM department can play an important role in internal investigations from the initial complaint through to its final resolution. Business Renaissance Quarterly, 4(3), 175+ The Role of the Human Resource Management Department in Internal Investigations.

Consequently, this research article recognizes the roles of HRD and discusses its influence on organizational performance within four HRD characters: strategic partner, administrative expert, employee champion, and change agent. Accordingly, employee performance is a function of both the individual and the organization. Drawing on a behavioural perspective, role theory is relevant and useful in helping reduce human problems, and hence can be valid aid for business organizations, especially the HR department. Wang & Niu cite the seminal research of Biddle (1986), who’s written that “role theory comprises one of the most important characteristics of social behaviour – the fact that human beings behave in ways that are different and predictable, depending on their respective social identities and the situation”. Recently, this theory was used to analyze various forms of social systems. Role theory has been used effectively by researchers in the fields of psychology, social psychology, sociology, organization behaviour, and human resource management since the early twentieth century. International Management Review, 6(2), 13+. Multiple Roles of Human Resource Department in Building Organizational Competitiveness- Perspective of Role Theory. The article is well written and offers key insights into the strategic role of HRM in fledgling businesses. When business leaders are able to align a strong competitive strategy with a well designed and strategically focused human resource system, it has the necessary foundation that brings customers in the door (or to their website) initially and gets them to come back for repeat business.

These firms clearly linked their human resource management practices to their competitive business model.

They further suggest that successful managers also recognize the importance of efficiently managing their employees and developing their human resources. Gore and Associates and to make their case. They go on to cite the successful businesses such as Coyote Logistics, W.L. They argue that when entrepreneurs and business executives develop a business plan, they identify that a great line of products or services helps a company achieve, and sustain, a competitive advantage. This journal article by Hargis and Bradley delves into strategic aspects of HRM in upstarts. Academy of Strategic Management Journal, 10(2), 105+. Strategic Human Resource Management in Small and Growing Firms: Aligning Valuable Resources. Articulated in a clear and concise prose style, the book serves as a useful overview of HR functions.

Bibliography for battman