HR Roles Mind Map

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HR Roles Mind Map by Mind Map: HR Roles Mind Map

1. Employee Advocate

1.1. This role is practically nonexistent in many organizations; it’s the most difficult of the four to realize. After all, it does seem to be a direct contradiction to serving as the management advocate. It’s an uncomfortable conflict that most practitioners choose to avoid. Many have learned the hard way that less-than-enlightened management frowns upon this role.

1.2. Still, it’s a role that must be accepted, since it directly impacts the other three. The value of communication is lost if it’s only one-way. By recognizing this role and using HR’s unique position as the interface between management and employees, we can close the communications loop. Employee advocacy fosters trust and credibility in the relationship.

1.3. If employees need someone to speak for them, and HR won’t do it, who will? You guess! It is often the absence of someone representing the workers’ interests to the decision-makers that is cited as prompting interest in a union. Employee advocacy in a union environment admittedly has some legal and contractual restraints, but it can still be realized.

2. Compliance Enforcer

2.1. Keeps track of changes in state, federal, and local laws and regulations

2.2. Translating those laws into policy and procedures

2.3. Taking preventative measures to mitigate the effects of employee complaints of harassment, wrongful discharge or discrimination.

2.4. Enforcement and development of internal or corporate policies are subsets of this risk management role

3. Management Advocate

3.1. HR department is the point of interface between management policies and employees, charged with communicating and interpreting management dicta.

3.2. This traditional function of the department serves as an extension of the compliance role by interpreting and communicating management policy.

3.3. The movement toward open-book management puts more emphasis on this role as greater employee empowerment relies on increased sharing of information, much of which is coordinated through HR procedures

4. Strategic Partner

4.1. HR is not generally given much thought until something goes wrong. A complaint is filed: defend it. Jobs have just opened up: fill ’em. Absenteeism is on the rise: step up discipline

4.2. The movement to include human resources management in the strategic decision-making process is a relatively new phenomenon, and represents the early stages of the evolution of the HR function. Few organizations have yet granted this recognition.

4.3. This new role brings additional burdens and responsibilities: to be aware of changes in the external environment that will impact the organization; to offer appropriate strategies and procedures to anticipate change; and to provide regular feedback that helps steer strategic planning. A whole new set of skills and perspectives will be required of HR practitioners

5. References

5.1. Carver, C. (2003). The Four Roles of Human Resources. Retrieved from The Four Roles of Human Resources - Astron Solutions