Discuss and Critically evaluate the statement that `Current models of HRM suggest that expectations about HR roles are changing as organisations are striving to make the HR function leaner and more strategic.(Francis and Keegan 2006:231).

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HR Roles Are Changing

I completely agree with Francis And Keegan (2006 ) That current models of HRM suggest that expectations about hr roles are changing as organizations are striving to make the hr function leaner and more strategic (Francis and Keegan 2006 :231

As wide-ranging technological , social , and economic changes affect organizations to do well as their employees ' efforts have helped increase recognition of human resources management (HRM ) to hold the human side of business are no longer successful . The net result

is a tremendous challenge for HRM personnel to rethink their roles as well as responsibilities in helping their organizations endure and thrive in the new economy (Storey and Sisson 1993 . HRM personnel have seen a remarkable increase in their change agent responsibilities with the expansion of a strategic human resources management (SHRM ) perspective within organizations . One well-known figure in the development of the SHRM perspective argues that changes like those we are seeing in the new economy present numerous competitive challenges that are quite diverse from those faced by organizations in the past (Ulrich , 1998

Over time and throughout quickly changing circumstances , organizations should be able to sustain the competitive advantage that the knowledge and skills of these employees give

In the past , competitive advantage could be achieved through finding better , cheaper access to financial capital , marketing a new product , or creating some new technological gizmos . As cheap and ready access to capital , high quality products , and new technology remain significant components of any organization 's competitive advantage , today 's new business environment needs a greater focus on the human resources element in business . Out of this realization have come SHRM and the increased change agent role of HRM personnel (Simons , 1994

As change agents in the new economy , today 's HRM personnel should increasingly share responsibility with senior executives , managers , and other employees for forming and maintaining a climate in which change can be established rather than resisted . In their own area of responsibility , and with respect for the HRM function in other elements of the organization , they are accountable for introducing and evaluating change they should actively participate in developing plans for making change happen (Philpott , and Sheppard , 1992

In addition , HRM personnel have another significant responsibility : they should help other members of the organization effect changes of their own . They can best do this through originating and implementing HRM strategies (i .e , specific HRM courses of action the organization uses to attain its aims ) at three key organizational levels-corporate competitive , and functional-that are intended to achieve desirable end results , such as high-quality products and services and publicly responsible behavior . In other words , sound strategies are planned to result in growth , profits , and survival

To successfully fulfill their change agent roles HRM personnel should plan HRM activities that expand responsiveness of possibilities identify strengths and weaknesses , reveal opportunities , and point to the need to assess the probable impact of internal and external forces Helping their host organizations develop ingenious organizational...