Pertemuan 2 Matakuliah: J0124/Manajemen Sumber Daya Manusia Tahun: 2007/2008 MODUL 2 Changing Nature of HRM (II)

Bina Nusantara Learning Outcomes After studying this chapter, the students should be able to : Describe the four roles of HRM Discuss why ethical issues affect HR Management

Bina Nusantara Outline HR Roles Ethics and HR HRM Competencies & Careers

Bina Nusantara HR Management Roles administrative Employee advocate operational strategic

Bina Nusantara Administrative role At basic level, HRM is mostly a clerical & administrative support operation It is handled by operating managers or ‘outsourced’ e-HR is changing the administrative role

Bina Nusantara Employee Advocate role HR professionals has been seen as “company morale officers” They spend time on HR ‘crisis management’ Employee advocacy helps ensure fair & equitable treatment

Bina Nusantara Operational role It emphasizes support for the orgz. By handling HR problems & issues This role is important, but if it’s only HR’s role, certain advantages may be lost for the orgz.

Bina Nusantara Strategic role  This role is important but it requires a high level of business knowledge Enhancing orgz. Performance Involvement in strategic planning Decision making on merger/acquisition & downsizing Redesigning orgz. & work process Ensuring financial accountability for HR result

Bina Nusantara Ethics & HR 5 dimensions of ethical issues : Extended consequences Multiple alternatives Mixed outcomes Uncertain consequences Personal effects  ethics deals with what “ought” to be done

Bina Nusantara HRM competencies & careers Important capabilities for HR : Knowledge of business & orgz. Influence & change management Specific HR knowledge & expertise

Bina Nusantara Closing HRM must perform 4 roles of HR It is important for HRM to be a strategic business contributor in orgz. Ethical behavior is crucial in HRM HR as a career field requires maintaining current knowledge in HR management