Download - New Roles of Human Resources
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The New Role
Chapter 3
ofHuman
Resources
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Making a Corrective ActionSome HR professionals are typical
bureaucrats. They see themselves as compliance officers only.
They can not see themselves as going beyond the command and control mentality.
There is absolutely nothing wrong with this “police” mentality because an organization must maintain consistency and firmness in discipline.
The only problem is when the HR department forgets that its purpose is to serve the needs of the company and to balance these needs, to help them to get the work done.
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1. Serving both management and employees
2. As employee advocate and chief social worker
3. “Owning” the people issues4. A rubber stamp of other
managers rather than a partner
The Balancing Act ofHuman Resource
Professionals
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1. Recruitment, Selection & Placement
2. Training & Development3. Performance Evaluation
& management4. Promotions5.Redundancy6. Industrial & Employee
Relations
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7.Record keeping of all Personnel data
8. Compensation, Retirement, Incentive Programs
9. Confidential advice to internal ‘customers’ in relation to problems at work
10. Career Development
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The emerging role of Human Resource Management is anchored on the present world developments.
Firstly, there is a rapidly changing economic environment, brought by the advent of globalization and deregulation of markets, changing customer and investor demands and ever increasing market competition.
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Secondly, there is the present economic recession, the worst that has hit the world since the depression of the 1930’s.
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A Strategic PartnerHR’s business objectives are established to support the attainment of the over all strategic business plan and objectives.
Employee AdvocateHR Professional plays an integral role in organizational success through his disciplined knowledge about and advocacy of people.
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Change ChampionGenerally, there is always resistance to change as, among others, it threatens job security, disrupts established relationships, and alters status quo.
Harness the Benefits of Technology The impact of an effective Human Resources information System (HRIS) cannot be overestimated.
HRIS could provide better and faster customer service and free your time for dreaming up new value-added strategies.
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Skills for effective
Chapter 4
Human ResourceManagemen
t
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1. Human Relations or Interpersonal
2. Multitasking3. Organization4. Ability for Dual Focus5. Trust and Confidence6. Dedication to Continuous
Improvement7. Negotiating & Problem-solving8. Team-oriented9. Honesty & Integrity
Lists of Critical Skills
and Attributes
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BSBM – HRDM 3A
♥♥♥Amparo, Mary Rose C.Diego, Theresa Mae P.
Padua, AleksandraTija, Jobelyn J.
♥♥♥