Human Resources. The role of the workforce Essay

sympathetic Resources. The role of the workforce - Essay ExampleThis paper will address two challenges faced by avocation organisations as outlined by the article Slippery Slope which constructioned the evolving role of the human election practitioner due to the structural changes in companies. The first portion will look at wherefore Ulrichs well-known employee oppose role is disintegrating in business organisations. Before the in depth discussion, the first section will too give a background on the four key roles of human mental imagery practitioners as laid out by Ulrich. The second section will tackle how the changes to the operations of HR function have often created problems for HR practitioners, line managers and employee in general. This paper will also look at specific solutions to address these problems.David Ulrich recognized the role of the human resource in furthering the thrusts of business organisations in the face of rapid technological advancement, globalisat ion, growth and changing customer demands. He emphasized that in the evolution of this hyper private-enterprise(a) environment, requires a competent workforce. In fact, he cited that organisational capability cornerstone be a source of competitive advantage in a company. Thus, Ulrich challenges businesses to redefine business capabilities to sustain and integrate individual competencies (Performance Management 1998)In relation to this, Ulrich presented f... ners should be strategic partners who translate the organisations strategies into action administrative experts who build efficient business stand employee champions who increase employees commitment and capability and change agents who substantially understand the theory of change and apply them to business organisations (Performance Management 1998).Among all the four key roles mentioned above, this paper will solely focus on the employee champion role of human resource practitioner. Ulrich described this role as listening a nd responding to employees and divulgeing the right residue between the demands of employees and resources available on employees. In order to do this, the companys HR department must find time to know their employees well and spend time meeting and listening to their concerns. This role also includes promoting communication through the use of employee surveys, employee suggestion programs, all-employee meetings, on-going communication on business status, and any other program that can make employees part of the team and dedicated to customer service (The HR Philosophy 2006). Nowadays, employee champion is also referred to as employee advocate. However, as will be discussed in the next paragraphs, this role is rapidly being eliminated in business organisation due to various changes in company structure.According to the study conducted by Helen Francis and Anne Keegan, the on-going business structure facilitated the deterioration of the employee champion role of human resource pr actitioners. However, it should be banknoted that the licentiousness of this role can be traced to current emphasis on business or strategic partnering. The authors note the rapid increase in the number of companies looking for HR business partners as