Human Resources (HR) as a function is currently in a state of identity crisis as it looks to define and solidify its role in the changing world of local and global business. This identity crisis has not been unnoticed by the business community at large with many now asking if the time has come to do away with HR and replace it with something more suited for the current business climate. This essay will firstly examine the current work being undertaken by scholars to identify and implement competencies required to allow HR to continue to play a key part in organizational. Secondly, it will then review Harvard Business Review’s attack on HR and its discussion on HR’s removal from organisations.
For many within the business fraternity, there is much doubt surrounding the future of HR as a function given it is often seen as ineffective, incompetent and costly to an organization. Until recently, the role of HR has previously been focused upon industrial relation issues, such as terms and conditions of work, and the design of policies within the work place to ensure employees were treated appropriately within the workplace (Ulrich et al 2010 p.1). However, with these evolving business contexts, HR practitioners …show more content…
Models of HR competencies that have been released emphasize the strong link between HRM activities and business outcome, with the ultimate goal of increased financial gains for an organization (Kramar & Steane 2012, p.139). One of the key scholars in this area is Dave Ulrich and his team at the RBL group who believe that by developing HR competencies based on organizational requirements, it can only increase an organisations capacity as it becomes more agile and responsive to change leading it to success in the new economic climate (Ulrich 1998,
For many within the business fraternity, there is much doubt surrounding the future of HR as a function given it is often seen as ineffective, incompetent and costly to an organization. Until recently, the role of HR has previously been focused upon industrial relation issues, such as terms and conditions of work, and the design of policies within the work place to ensure employees were treated appropriately within the workplace (Ulrich et al 2010 p.1). However, with these evolving business contexts, HR practitioners …show more content…
Models of HR competencies that have been released emphasize the strong link between HRM activities and business outcome, with the ultimate goal of increased financial gains for an organization (Kramar & Steane 2012, p.139). One of the key scholars in this area is Dave Ulrich and his team at the RBL group who believe that by developing HR competencies based on organizational requirements, it can only increase an organisations capacity as it becomes more agile and responsive to change leading it to success in the new economic climate (Ulrich 1998,