Human resources roles and responsibilities

¶ … Human Resources is undergoing a profound change in response to the competitive market environment, both locally and globally, and business organizations are forced to become more adaptable, resilient and customer focused to succeed. In response to market conditions, human resource personnel must be aware of the business organization's mission and be in a position to influence the major decisions and participate in the formation of the company's policies. The purpose of the research in the study will be to determine how human resource personnel in today's business marketplace must adjust their practices in response and the importance of values and ethics in such process.

Due to changes in the overall marketplace human resource professionals must become flexible in their approach. Factors that never affected the operation of a human resource department such as cultural diversity, globalization, differences in international laws and regulations, and language barriers are now a regular concern for many human resource professionals. This study will provide insight into how these various factors affect the efficient operation of a modern human resource department.

II. Workplace Issues

Demographic Changes

Traditionally, the demographics of the labor force have been largely ignored by human resource professionals in developing and applying policy. Experts in the human resource field have begun to recognize the importance of employee demographics and how demographic variables impact employee attitudes toward human resource policies. In increasing numbers, human resource departments are applying research results in making decisions in the design and implementation of policy and in the management of the workforce.

Rising Cost of Healthcare

The cost of health insurance continues to plague businesses and ranks as one of the most serious problems that most businesses must face on a daily basis (Chernew, 2005). Because human resource departments and personnel are the primary conduit for the administration of most health care plans and are, therefore, in the forefront in handling employee concerns and problems. Rising costs are not the only concern in the area of health care, insurance policies have become far more complex with increased restrictions that require careful attention. Human resource professionals must be competent in all areas of health care concerns.

III. Globalization

The process of globalization has changed the landscape for all businesses. Even those businesses that have limited international sales have had to address the issue. Few businesses are afforded the luxury of remaining completely local and, as a result, there are a number of specific concerns that all businesses must address (Marquardt, 2003). A few of these concerns are addressed below.

Outsourcing and Offshoring

The outsourcing and offshoring of human resource services are a political volleyball that has become highly acrimonious. Businesses in a struggling world economy are using every measure possible to save money and increase profits. The issue has become part of presidential campaigns and discussions and debates in legislative bodies at both the national and state level. In an effort to control the use of both measures, a variety of actions have been proposed. Such actions include placing restrictions on visas, information privacy laws and state government initiatives that would serve to limit their use.

Technology

The use of technology in the field of human resources has, until very recently, been very limited. Today, however, human resource professionals use modern technology in all areas including recruitment, legal and regulatory compliance, benefits administration and the protection of confidential employee information. As a result, human resource personnel have been forced to become versed in the vernacular of information technology, the use of the internet, and working with specialized software. The increased use of technology has caused an entirely new discipline to develop, Human Resources Technology, in order to facilitate the use of such technology (Henrickson, 2003).

Diversity

Diversity in its many forms, race, gender, age, disabilities, religion, nationality, and competency has assumed a position of increased importance in the area of human resources. In addressing the increased diversity in the work place modern human resource professionals must develop an understanding and acceptance of managing diversity concepts; recognize that diversity is involved in every aspect of management; be aware of culture, biases, prejudices, and stereotypes; and a willingness to challenge and change institutional practices that present barriers.

Demographic Factors

The demographic effects of globalization are obvious. Cultures that at one time had no impact upon business, such as India, China, Korea, and Vietnam are now deeply integrated into the international market place. The emergence of these nations has altered the business dynamics and caused dramatic changes that many developed nations have had difficulty understanding (Pfeiffer, 2007). The role of the human resource professional is to assist his company in adjusting to the changing demographics.

IV. Technological Factors

Advances in Technology

Technological advances have had a major impact on the field of human resources. Historically human resources has been a people oriented activity and it was believed by many HR professionals that the use of technology compromised this orientation. The competitive nature of today's marketplace, however, has caused HR professionals to re-examine this approach in order for human resource departments to benefit from the technical advances that have made information more quickly available or more easily stored. Today's human resource professional recognizes that the value of technology overrides the loss of human touch that is lost through its use and that in order to remain competitive technology must be utilized as much as possible (Black, 2006).

Technological Skills

In order for human resource professionals to be successful in the future years, they must possess skills beyond those traditionally used. HR professionals now must have a strong commercial appreciation for how their individual company operates in the particular business environment in which it transacts business and be able to contribute significantly to this process. This appreciation must include an understanding of the financial condition of the business and how the company's financial condition affects the business' position in the market place. It is also incumbent that the HR personnel be competent in the use of information technology. The use and availability of information has assumed increased importance and the HR professional that is not familiar with its use is doing his company a major disservice. Finally, familiarity and mastering of legislation, legal and regulatory standards are essential for a well run HR department.

Digital Divide

Digital divide defines the gap that occurs between those who able to effectively access and use information and communication technologies and those who are not. Obviously, as information technology has taken on increased importance the area of human resources, it is imperative that this divide be minimized in order for a HR department to effectively use information.