Hrm And The Role Of The Hrm Department

5137 Words21 Pages
“Evaluate critically the statement that the role of the HRM Department is perhaps ambiguous and dynamic. Like other functional specialists HR professionals are constantly challenged to meet competing aims: 1.To make themselves more cost effective; 2.To improve their services; 3. To align their policies and procedures with the strategic objectives of the organizations This essay shall seek to critically evaluate the proposition that the role of the Human Resource Management (HRM) department is perhaps ambiguous and dynamic. In pursuit of this line of thought this author will carefully dissect the notion against the fact that like any other specialists, Human Resources (HR) professionals are constantly challenged to meet competing aims such as making them more cost effective, improving their services whilst at the same time being asked to align their policies and procedures with the strategic objectives of the organisation. Factors such as the impact of economic downturn, devolvement to line management, changes in psychological contract, outsourcing, and budgetary constraints amongst a host of other factors will be explored in order to lend credence to the topic under discussion. There is no denying the fact that the role of HR has changed over the years, organisations have seen the need to increase the value HR offers to its business customers. This phenomenon has been compelled by the desire for the department to be more strategic and business-focused in its contribution. Previously HR spent a lot of time concentrating on the administrative activities and paying scant regard to transformational ones. To address this problem, CIPD (2007) notes that large complex organisations have sought to consolidate activities (through the use of shared service centres), to automate (via e-HR applications) and to standardise policies and procedures. These changes have also

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