HR function

Introduction

            In the framework of human resources that goes also with different intraorganizational linkages, the propriety between the aspirations of professionals and the attainment of corporate goals can be greatly improved. There have been many former studies that disclose the fact that activities of personnels resulting in improvement of performance might serve as a company’s main constricted criteria for vital success of human resources (King, 1991). Today, in a world being engulfed by global competitiveness and technological advancements, a need for analyzing and pointing out a very crucial factor within the organization is a critical step towards the application of effectiveness.

Effective HR Roles towards Organizational Effectiveness

            Incorporating the role of HR in a company’s success is a compelling element towards critical effectiveness. Due to the challenges of globalization and modernization, the typical necessities that perform effective roles in a company have increased and the need for added functions to rise up to the challenges has clearly become a source of reliable assistance. Finding the key roles that could assist a company requires total competence and effective implementation of strategic planning. HR professional roles branch out to the required effectiveness that a company hopes for. To further find answers towards the realization of the effectiveness of HR, there is a must to analyze what roles of the HR professional could exactly create impact starting from the strategic planning process. The roles of an HR professional incur the varied possibilities of assistance and effectiveness (Sims, 2002).

            There are several HR roles that serve critically helpful like the stakeholder’s role, the advocate’s role and the facilitator’s role. All of these roles functionally assist in a company’s effectiveness especially with international companies. As a stakeholder, the HRM professional has the capability to connect the organization’s whole strategic plan to the company’s human resources. Great problem-solving skills and critical understanding of strategic planning is shouldered upon by the stakeholder. This role serves to be critical on the basis of appropriate decision making skills and very good problem-solving abilities. Nonetheless, a company with this HR, can have a more effective analysis of situations (Rowden, 1999).

            The advocate’s role on the other hand serves to be as the HRM manager who is an expert that is attuned with the whole company. His role also deals with recruitment issues, compensation, health and safety, employee-assistnce programs, and training and development that affects the whole organization. The advocate’s role serves crucial on the matter that he handles a lot and many components within the organization rely on his effectiveness. Lastly, the facilitator. His role serves critical in the planning process. As stated in his name, he facilitates and assists the planning team on issues that would rather affect the process of coming up with a successful plan (Rowden, 1999).

Conclusion

            Constituting a company and its success requires quality performance from all the factors that it comprises. More so for an international company, the challenges are much difficult and international competition raises up the stakes. In order to come up with a much improved status of effectiveness, there is a necessity to create a better functioning constituent within the organization. Human resource is one of the best constituents that comprise a company. Its roles serve critical and proves to be effective especially on international companies. Once all of the important HR roles stated above are appropriately utilized, a more coordinated, more analyzed and a more critical observation of the company’s strategic plans can be implemented resulting to effectiveness and competitiveness.
References

King, A. (1991). Functional Requisites of Human Resources: Personnel Professionals’ and Line Managers’ Criteria for Effectiveness. Public Personnel Management, 20, 285.

Rowden, R. (1999). Potential Roles of the Human Resource Management Professional in the Strategic Planning Process. SAM Advanced Management Journal, 64, 22.

Sims, R. (2002). Organizational Success through Effective Human Resources Management. Westport, CT: Quorum Books.

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