Functional expert

According to Wright (2008, p.1067), as a functional expert, the HR function emphasizes concern for efficient administration as well as the HR policies’ design and intervention. The HRM department supplies other business functions like finance, accounting, marketing and procurement with staff. Workers are central to the effectiveness of UK organisations because they determine how business activities are done as well as the quality of the products and services of an organisation. They determine the success of an organisation because they are the ones who deal directly with the customers. A functional expert will ensure the administrative efficiency of all business functions through the recruitment and selection of the right people to run the functions. The HR function also intervenes in the decisions of all the functions in order to ensure that decisions made are aligned to organisational goals which in turn enhance the effectiveness of an organisation.

Employee advocate

Under this role, the HRM function addresses the desires of the current workforce in an organisation. Such desires may be in form of good remuneration package, a safe working environment, and rewards. The HRM function is expected to be in a position to give the workforce an opportunity to air their needs and present those needs to the top management for the right action to be taken. The employee advocate role has had a positive impact on UK organisations’ effectiveness through reduction of employees’ strikes and also through a low turnover rate. Addressing the needs of employees enhances job satisfaction and facilitates employee retention (Truss 2001, p.1122).

Developer of human capital

Truss (2001, p.1138) says that, the developer of human capitalrole deals with the preparation of workers in order to meet challenges in the future. The professional skills and knowledge of employees should be updated on a continuous basis in order to acquire a better understanding of broader business processes and market conditions. It is the responsibility of the HRM department to ensure career as well as personal development of the workforce by organising training opportunities for them. Such development boosts the effectiveness of UK organisations by equipping the workforce with the right knowledge and skills to operate in the changing business environment.

Conclusion

The HR function has been evolving and developing from 1980s with its major focus moving from operational activities to tactical focus. The evolving HRM function in the UK emphasizes on three areas namely administrative, financial and performance. The responsibility of HR professionals has shifted to being thinking performers which has positively impacted UK organisations’ effectiveness. The effectiveness of UK organisations has also been improved through the contemporary HR key roles which are strategic partner, functional expert, employee advocate and developer of human capital.

Дата добавления: 2015-10-28