Lawrence Bossidy once stated “I am convinced that noting we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies”. This quote represents the heart of human resource management. Dias (2009), defines human resource management (HRM) as “the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them” (p. 8). Over the last several decades the field has undergone many changes, increasing the field’s importance to the overall success to organizations (Dias, 2009). The HRM role has broken out of the administrative niche that it occupied in previous generations and now it is looked at as being a key strategic
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The Human Resource Generalist is normally assigned to either one specific or several business group such as marketing, or in the retail organizations a group of locations and represents the “initial point of contact for all people issues” (Martin & Latham, 2015, para. 3). The key role of the generalist is ensure that all human capital within the organization is secured and aligned to meet the “strategic and operational objectives” (Martin & Latham, 2015, para. 3). The responsibilities for professionals in this role vary greatly based upon the specific needs of the organization. These responsibilities cover a wide range of tasks from developing strategic programs such as designing or modifying business processes and organizational structures, to routine tasks such as answering employee questions, maintaining record systems or correcting payment errors (Martin & Latham, 2015). HR generalists generally work within a large organization, and “report to the head(s) of the business unit(s) he/she is assigned to and a senior HR manager” (Martin & Latham, 2015, para. …show more content…
The first is consulting with internal stakeholders to determine the specific needs of the organization (University Alliance, 2015). They also engage in training and mentoring of other HR professionals on specific “process and practices within these areas” (University Alliance, 2015, para. 5). Furthermore, Compensation and Benefits Managers must have the ability and skills needed to conduct research on heath benefit plans, as well as retirement and disability plans and make recommendations on the appropriate choices for the organization (University Alliance, 2015). Compensation and Benefits Managers also are required to monitor industry and competitor pay and compensation structures, otherwise the organizations compensation package will not remain
The Human Resource Generalist is normally assigned to either one specific or several business group such as marketing, or in the retail organizations a group of locations and represents the “initial point of contact for all people issues” (Martin & Latham, 2015, para. 3). The key role of the generalist is ensure that all human capital within the organization is secured and aligned to meet the “strategic and operational objectives” (Martin & Latham, 2015, para. 3). The responsibilities for professionals in this role vary greatly based upon the specific needs of the organization. These responsibilities cover a wide range of tasks from developing strategic programs such as designing or modifying business processes and organizational structures, to routine tasks such as answering employee questions, maintaining record systems or correcting payment errors (Martin & Latham, 2015). HR generalists generally work within a large organization, and “report to the head(s) of the business unit(s) he/she is assigned to and a senior HR manager” (Martin & Latham, 2015, para. …show more content…
The first is consulting with internal stakeholders to determine the specific needs of the organization (University Alliance, 2015). They also engage in training and mentoring of other HR professionals on specific “process and practices within these areas” (University Alliance, 2015, para. 5). Furthermore, Compensation and Benefits Managers must have the ability and skills needed to conduct research on heath benefit plans, as well as retirement and disability plans and make recommendations on the appropriate choices for the organization (University Alliance, 2015). Compensation and Benefits Managers also are required to monitor industry and competitor pay and compensation structures, otherwise the organizations compensation package will not remain