Science / Role Of The Human Resource Management Function In The 21st Century.

Role Of The Human Resource Management Function In The 21st Century.

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Autor:  anton  02 March 2011
Tags:  Resource,  Management,  Function
Words: 796   |   Pages: 4
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Human Resource Management has evolved considerably over the past century, and experienced a major transformation in form and function primarily within the past two decades. Driven by a number of significant internal and external environmental forces, HRM has progressed from a largely maintenance function, with little if any bottom line impact, to what many scholars and practitioners today regard as the source of sustained competitive advantage for organizations operating in a global economy.

The role of the Human Resource Management Function in the 21st Century.

1. Strategy execution by helping to improve planning from the board room to the market place.

Organizations today are striving to increase productivity, improve service, and ensure that the company can adapt to ever-changing business conditions. And success on all this front depends on the organization’s people—an asset that executives regularly cite as a primary differentiator in a fast-moving, knowledge-driven world. Human resource management plays a significant role in trying to achieve this by being involved at the strategy, policy and decision making process. The human resource management team ensures this is delivered by recruiting and selecting the right and qualified staff to ensure the goals and objectives of the organization are achieved. That is human resource managers establish a clear understanding of the talent base they have at their disposal or whether they need to recruit from outside. An example is where an organization is forecasting for their demand and supply of employees when planning for the organization to achieve the set objectives or goals. This is attained through Human resource Planning.

2. An agent of continuous transformation, shaping process and a culture that together improve an organization’s capacity for change.

With a turbulent environment, organizations have to continuously transform themselves in order to compete effectively for the limited resources. This can be achieved if an organization has acquired a competitive vitality which can be achieved by through sharpening the employee’s skills and knowledge in their respective fields. The Human resource plays a big role in ensuring that the organization can transform itself to suit the prevailing environment through training and developing the employees. E.g. some organizations have established training programs for assisting employees in sharpening their skills and broaden their knowledge on their field of expertise. The program features individual coaching, career map and a training and development path for each individual. An example is where the Human Resource Department organizes for training both internally and externally for employees on career growth. They also encourage mentoring and coaching.

3. It is a champion for employees, vigorously representing their concerns to senior management and at the same time working to increase employee contribution, that is, employees’ commitment to the organization and their ability to deliver results.

The role above is attained by ensuring that there is a well laid down reward management procedure and encouraging performance through rewards and recognition. Employees who are compensated fairly for their work performed well and thus are motivated to plan and manage their careers.

4. To ensure that work is organized and executed, delivering administrative efficiency to ensure that costs are reduced while quality is maintained.

The Human Resource Management team will ensure that the organization uses minimal cost to achieve the organizations objective. This achieved through ensuring that the organization has trained manpower and skills. This role is clearly seen or achieved when the human resource managers under take performance evaluation. While under taking this exercise, you measure the individual efforts engaged to gain the set objectives and to establish if there are any obstacles that the employees are facing while trying to deliver for the organization and how this obstacles can be addressed.

5. Ensure that the organizations staffs are abreast with the cutting edge technology by ensuring that they attend refresher courses or train them on the new technology/system put in place.


The role Human Resources Management functions includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues and employee grievances, and ensuring your personnel and management practices conform to various regulations.


Bernard Burnes (2000). Managing Change, 4th Edition Prentice Hall.

Armstrong M. (2006). A Handbook of Human Resources Management Practice, 10th Edition, Kogan Page Ltd.

Watson G. 1966. Resistance to change In Goodwin Watson (Ed.) Concepts of Change. CPEDS: Washington DC

Cascio W. (1998). Managing Human Resources, Productive Quality of worklife, profits, 5th Edition Published by McGraw-Hill Companies, Inc.

Robbins S. (1991). Management, 4th Edition, London Published by Prentice Hall International Limited.

Decenso D. Robbins S. (1994). Human Resources Management. 4th Edition Published by New York, John Wiles: Sons.

Bedeian, A. G. (1993). Management, New York 3rd Ed. Dryden Press.

Schein E.H 1965 Organizational Psychology, Prentice Hall: Engelwood-Cliff

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