1. HR ROLES

2. Different Roles for HR Management
Figure 1–5

3. HR Management Roles Administrative Role Employee Advocate Role
Clerical and administrative support operations (e.g., payroll and benefits work)
Employee Advocate Role
“Champion” for employee concerns
Employee crisis management
Responding to employee complaints
Operational Role
Identification and implementation of HR programs and policies—EEO, hiring, training, and other activities that support the organization.

4. Strategic Role for HR HR becomes a strategic business partner by:
Focusing on developing HR programs that enhance organizational performance .
Involving HR in strategic planning at the onset.
Participating in decision making on mergers, acquisitions, and downsizing.
Redesigning organizations and work processes
Accounting and documenting the financial results of HR activities.

5. Overview of HR Management Roles
Figure 1–7

6. The Changing Nature of Work Employment
Levels of unemployment
Sectoral shift in employment
Great female participation in labor market
Shift to atypical work
Agencies, sub-contracting and self-employment

7. The Individualization of work
Working hours and patterns
Work intensification and flexibility
Loyalty and commitment
The decline of trade union influence
Strikes and conflict at work

8. Legal and Institutional Forces on HRM
Individual rights
Collective rights and obligations
Government bodies
Employer’s organization
Vocational Education and Training

9. HRM-Savior or Irrelevance
HRM makes the difference
Performance
Partnership
Commitment
HR on the Board
HRM is a costly luxury
Short term financial performance
Low wages and low skills
Not a management priority
Meaning of HRM

10. The Meanings of HRM Fombrun vs Beer Soft vs Hard Strong vs Weak
Particular style vs Area of study
Hr function vs Hr as a management activity

11. The field of HRM Organisational context and institutional forms
HRM, strategy and performance
HR policies and practice
The contested nature of HRM
HRM across organisational boundaries