Human Resources Management Essay Example | Topics and Well Written Essays - 2250 words

Human Resources Management - Essay Example REFERENCES EXECUTIVE SUMMARY The role of human resources manager is very diverse and requires a complicated individual in the job role with a vast understanding of information technology, human behaviour knowledge, psychology, conflict resolution, and planning innovator. HRM now fulfils, due to environmental or internal factors, a role where more intervention and inter-connectivity between line management roles and strategic leadership are becoming strengthened. It is not a segregated business function today where once it was likely limited to just control methodologies to secure lower budgeting; a hard view of HRM. It is much softer today and requires empowerment strategies as a key resource for improving the competitive position of the business or bring more human-related value. This report identifies the changing role of HRM using appropriate expert theory and experience. Introduction The role of human resources managers has changed in recent years, most of which is derived of cha nging roles and activities within the entire business network. Areas such as supply chain, global competition, new technology development and attitude recognition of workers at the psychological level in order to gain new motivation or performance outcomes have brought these changes. There is must more interaction between human resources and line management as a product of these evolutions, therefore seeming to make them indistinguishable and also inter-connected roles. From recruitment through the process of ensuring employees achieve a satisfactory work environment when measured against performance standards, the HRM process is that of a counsellor, coach, mentor, skills developer, and even strategist. There is virtually no area of the business that is not, in some fashion, influenced by the HR manager or the processes that guide HR practices. The roles of HRM Empowerment of workers is one of the major human resource goals and is a central focus of their activities. â€Å"Empower ment will allow greater control over non-management staff by line managers and supervisors when given authority or more authority in areas such as recruitment, discipline and absence control† (Yusoff & Abdullah, 2008, p.10). Thus, there is a control element of the HRM role when working toward some sort of empowerment model. The HRM manager acts then as a facilitator of empowerment for not only the worker, but colleagues at the management level. They allow managers to become familiarized with and adapt to changing human resources principles and then offer them guidance to remain self-focused on running the management floor. â€Å"HR should be a support for departmental managers and members of staff. For that they should come out of their office and talk to people and not delegate the job to departmental managers† (Watson, Maxwell & Farquharson, 2007, p.31). This author reinforces that the role of HR is highly visible in the organization and there is direct contact with s enior-level managers or same-level management peers only as a facilitator of their line management activities with a touch of human resources focus1. It reinforces the connection between management and operations and the HR practitioner in a way that provides stronger connections with managers and meets the overall goal of empowering them to take HR action where needed; and perhaps recognise where certain deficiencies lie. The HR manager also works with a composite of different technologies to support the HR function. Computer