Describe about the importance of changing role of human resource function from a support function to a strategic function.
Source: Chow, I. H. S., Teo, S. T., & Chew, I. K. (2013). HRM systems and firm performance: The mediation role of strategic orientation. Asia Pacific Journal of Management, 30(1), 53-72.
In this article, authors highlighted the importance of changing role of human resource function from a support function to a strategic function. This article was published in Asia pacific journal of management in the year 2013. In this article, authors argued that in the current environment, the HR strategy has a direct impact on the performance of organizations. Therefore, it is important that organizations should consider HRM as an integral business function that aligns with strategic nature of business. It is expected that the future business strategy of organizations would be based on the internal capabilities and human resource strength.
Source: Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), 43-56.
In this article, authors analyze the correlation between human resource management strategies and firms’ performance. Authors strongly support the arguments that HR plays a vital role in shaping organization’s future and face with opportunities to build it as well as challenges. The secondary research was used to identify the relationship between HRM strategies and firm performance. The research concluded that HR strategies have a direct impact on the productivity of employees, and productivity of employees is directly propositional to organization’s performance.
Source: Brockbank, W., Ulrich, D., Younger, J., & Ulrich, M. (2012). Recent study shows impact of HR competencies on business performance. Employment Relations Today, 39(1), 1-7.
In this article, author explains that HR competencies must complement the transformation of HR roles, and this has been quite evident in large companies. The author represents findings among non-HR executives who viewed HR as a "paper-pushing" role. However, the role of HR executive has forced into transformational mode as a result of management influences. It is important that human resource managers should be able to change themselves, and thei ways of operations with the change in the market conditions, and the market dynamics.
Source: Brockbank, W., Ulrich, D., Younger, J., & Ulrich, M. (2012). The Future is Now: HR Competencies for High Performance. Employee Relations.
Authors argued that organizations must focus on latest HR competencies to gain competitive advantage through HRM practices. In this article, authors highlighted that some organizational structures may allow for new roles to be accommodated, however, the climate for changing roles and HR strategic practices must be along the same path in order to appreciate and follow new strategies.
Source: Long, C. S., Wan Ismail, W. K., & Amin, S. M. (2013). The role of change agent as mediator in the relationship between HR competencies and organizational performance. The International Journal of Human Resource Management, 24(10), 2019-2033.
In this article, authors argued that the subject of Human Resource Strategy appears to be well researched offering a host of solutions to the complexities of HR management, aligning HR with the companies’ objectives and vision. This article was published din the international journal of human resource management and in this article; authors concluded that human resource managers must act as the change agents within the organization. It is important that Human Resource Management should be a flexible and dynamic function, so that HR executives can take quick decision.
Source: Shaw, J. D., Park, T. Y., & Kim, E. (2013). A resourceâ€based perspective on human capital losses, HRM investments, and organizational performance.Strategic management journal, 34(5), 572-589.
In this article, authors argued that HR person should bring human capital into organizations. It would be correct to say that employees are the biggest assets for organizations. Therefore, it is important that organizations should focus on human capital investment. The investment of human capital is particularly more important for organizations that operate in intercultural environment. This study was published in the year 2013 and it focuses on contemporary business practices.