Strategic And Administrative Roles Of HR Managers Research Paper

Length: 4 pages Sources: 4 Subject: Careers Type: Research Paper Paper: #35129380 Related Topics: Hr Practices, Strategic Thinking, Employee Turnover, Strategic Human Resource Management
Excerpt from Research Paper :

Human Resource Transformation: Motivating Employees

Human resource managers are always needed in the agenda of making employees work towards the attainment of the set objectives in an organization. Human resource managers have the sole responsibility for taking charge of the actions of employees and organizing them for what is needed. The human resource element is in this light seen as the gel that binds human activities within an organization. People demystify their roles as the leaders of the organization through this link. The major traditional position of the human resource managers is administrative. It links the actions of the employees and makes them act towards the objective set (Milkovich & Boudreau, 2011). The role of human resource managers has however been transforming from the traditional one to a more sophisticated one, where it involves being strategic in thinking and organizing employees. The strategic element of human resource management is the new approach to the profession. It has been realized that human resource managers have the ability to act as strategic orientates of good deeds.

The Principles Guiding Human Resource Managers

Their work is to manage the work of the rest of the employees and make them act within the expected room for living that lead to the success of the company. In this case, it is important to secure a good state of control over the rest of the employees. This way, the human resource managers have a systematic way of handling the employees, which will bring harmony to the leadership of the company. The best way here is to deliberate on how to micro-manage the employees and bring them to the right side...

...

The true role of the human resource managers is not only to control the people at work but also to induce their passion, commitment, and dedication to work (Noe, 2006).

It is important to ensure that these same employees are guided to believe on the best actions of human interactions and value the important aspects of work like time keeping. Besides, the need to self-train for work, the ability of the same people to orient themselves to the right path and live within the realms of humanity must be emphasized. The most important factor that links the human resource managers to their targeted end is the time dedication that is set for the optimization of results and making the junior employees act as required. The missing link in the pursuit to the best practices in management is the ability to act in such a manner that sees it fit to make life better with time. The employee expectations are oriented to bring their energies and focus to the necessary position, where they can be managed effectively (Fina, 2009).

Lessons learned from every management aspect in life show that human resource managers are interested in solving the problems that emerge from their workstation by building a good personal relationship with employees. The personal relationship that employees develop with their managers is inspired by the results of the work they do. Where they act within the right path, they will show the best part of the work that is ahead of them. In the modern day workplace, employees derive more motivation and the energy to serve from the human resource managers (Dessler, 2010). Those human resource managers who take their time to be in touch with the employees and make an effort to build the career in them have always come out clean and strong in their work. They can motivate and…

Sources Used in Documents:

References

Dessler, G. (2010). Human Resource Management (8th ed.). Upper Saddle River, NJ: Prentice Hall

Fina, M. (2009). Perspectives on Managing Employees. Boston, MA: Course Technology

Milkovich, G., & Boudreau, J. (2011). Human Resource Management (6th ed.). Homewood, IL: Irwin

Noe, R. (2006). Human Resource Management: Gaining a Competitive Advantage (5th ed.). Boston, Mass.: McGraw-Hill.


Cite this Document:

"Strategic And Administrative Roles Of HR Managers" (2015, August 16) Retrieved January 26, 2022, from
https://www.paperdue.com/essay/strategic-and-administrative-roles-of-hr-2152672

"Strategic And Administrative Roles Of HR Managers" 16 August 2015. Web.26 January. 2022. <
https://www.paperdue.com/essay/strategic-and-administrative-roles-of-hr-2152672>

"Strategic And Administrative Roles Of HR Managers", 16 August 2015, Accessed.26 January. 2022,
https://www.paperdue.com/essay/strategic-and-administrative-roles-of-hr-2152672

Related Documents
Administrative Assistant: HR Documentation for
Words: 916 Length: 3 Pages Topic: Careers Paper #: 25639662

By addressing these issues early on, you are less likely to misinterpret company policies or compensation practices in the future, which may lead to job dissatisfaction. It is the role of the HR department to ensure your privacy is upheld in all matters. To that effect the HR department provides limited access to employee files. Only direct supervisors may access employee records, and only benefits representatives may access confidential matter

HR Can Affect Organizational Culture
Words: 874 Length: 2 Pages Topic: Business Paper #: 98173526

References Saleem, Z. (2009, Jan 5). Organizing Work and Managing Human Resources. Retrieved from: http://www.scribd.com/doc/13292643/Human-Resource-Management-as-Strategic-Business-Contributor Ulrich, D. And Brockbank, W. (2005, Jun 20). HR's New Mandate: Be a Strategic Player. Working Knowledge Business Leaders. Retrieved from: http://hbswk.hbs.edu/archive/4861.html Chapter 2: 1.) What steps can HR professionals take to ensure that mergers and acquisitions are successful? How can HR help during the integration process? HR's function in making mergers and acquisitions successful should focus on helping

Human Resources Roles of Managers and Supervisors
Words: 680 Length: 2 Pages Topic: Business - Management Paper #: 12629124

Human Resources roles of Managers and Supervisors and the impact of the roles upon the management team? Human resources managers traditionally handle a management team's specific personnel decisions. These decisions often include the hiring of new staff, the position assignment of existing staff members and the adjustments to the pay schedule and other forms of compensation for both existing and new organizational members. Human resource management decisions are subject varying

HR Devolution an Analysis on How Devolution
Words: 1699 Length: 6 Pages Topic: Careers Paper #: 25141847

HR Devolution An Analysis on how Devolution can Drive Evolution of the Industry In the last few decades the globalization trend has worked to foster extensive changes how organizations operate. The rapid pace of the business world has created a scenario in which organizations are constantly evolving and organizational change is nearly a perpetual process. The role of technology has also been a contributing factor that has also had profound implications on

HR Positions at Ford Company
Words: 1004 Length: 3 Pages Topic: Business Paper #: 7700240

Alignment of HRM and Business Strategies Strategy determines the specific direction and scope of a company. Any strategy is usually developed for the short-term or the long-term depending on what the organization seeks to achieve. Since it facilitates the realization of the set goals, the mission and the vision, the establishment of strategies must be aligned with the structural resources within a certain environment (Armstrong, & Baron, 2002). In most organizations,

Case for HR As a Strategic Partner
Words: 2342 Length: 6 Pages Topic: Business - Management Paper #: 63030937

HR as a Strategic Partner Over the years in a lot of organizations Human Resources -HR are considered as a source of competitive edge. An increasing appreciation of the fact that unique competencies are got by way of greatly developed employee skills, unique organizational cultures, management processes and systems. It has been more and more acknowledged that competitive edge can be got by way of high quality personnel that facilitate organizations