Human Resource Functions - Term Paper Example

            HR history can be traced during the industrial revolution in which workers related closely with their mentors to acquire the skills needed in task execution. The human resource function has evolved with the changes in workforce attitude, technology, sociological factors, changing labor laws, and the changing organization environment (Mello, 2002). During the earlier ages, HR problems related to absenteeism in the workplace, poor working conditions, termination of production due to workers' dissatisfaction, and other operational problems like lateness in reporting to work.

            Apple Corporation in its bid to lead in the technology sector has concentrated on engaging qualified and talented workforce with innovative skills in the development of its products. This has ensured that it introduces iPhones and Macintosh computers which are in high demand in the market. Moreover, strategic HR roles have seen the employees participate in the formulation of policies that help steward the business into success. The company has assiduously rewarded its employees and recognized their talents while training their employees’ skills through training.

            The economic cycle like the depression saw businesses experience dwindling profits and operational risks. This forced organizations to review their HR policies and functions to develop strategies that would ensure organizational survival and competitiveness (Boroughs, Palmer & Hunter, 2008). The government through the formulation of labor laws resulted in significant improvements in the working conditions and better employee pay. Currently, businesses are faced with completely new HR challenges that decelerate the realization of business goals and objectives. The current HR department has therefore been mandated with the duty of ensuring they attract and retain a workforce that has the potential of stewarding the businesses towards success.

            With the shift from administrative roles to strategic roles, HR managers apart from doing their administrative duties also play a central role in the execution of strategic functions. Strategies help businesses to reposition themselves for competition and develop competencies for the changing market conditions (Mello, 2002). Therefore, HR managers do several strategic functions.

            First, strategic managers assist in the formulation of strategic policies and principles that would help see the business develop competitive strengths against competitors.HR managers take part in this process by ensuring that the engagement of employees and the whole workforce reflects the necessary skills that would enable the business to take measures that would ensure the business succeeds. In developing these policies, the HR managers will ensure that the recruited employees can develop strategies that lead to business success.

            Secondly, the HR department has the responsibility of developing strategic alliances that would enable the business to enter into partnerships with other businesses. Businesses form strategic alliances with other strategic partners in a bid to gain competitive strengths that would enable them to maximize their returns and gain operational efficiency (Mello, 2002). Before entering into such partnerships and alliances, strategic managers have to ensure that such alliances are properly evaluated to determine their productivity. This can only be realized if the HR department carefully selects qualified staff with the ability to forecast the performance of such alliances. The HR function will also ensure that they develop how the output will be measured and how controls will be made to ensure that such alliances work as planned. The evaluations of performance require the use of some management tools that can only be applied by the qualified workforce whose engagement is determined by the HR department. Organizations have sometimes outsourced administrative functions to enable them to concentrate on strategic HR roles.

            Another component of strategic management is information technology. The use of technology in gaining competitive advantage is common and indispensable to attain competitive advantage. Through the implementation of modern and advanced technology, an organization gets to reduce the cost of operation and record efficiency in its operations (Boroughs & Rickard, 2009). At the same time, the organization will be in a position of developing an inventory of its resources both human and material. All these assets can only be managed by the HR department hence this requires the department to strategically use the information in its possession in making the organization dominate its presence in the market (Boroughs & Rickard, 2009). Information technology can also assist the HR department in executing its administrative roles apart from the strategic roles.

            In conclusion, the human resource function has shifted from just administrative roles to strategic roles to ensure organizational success. Strategic roles make the HR department cardinal in the realization and long-term success of any business. The changing business environment and the intensification of competition will continue to require the HR department to remain flexible in embracing change and steering the organization to success. No organization must undermine the pivotal roles of the HR department in realizing business effectiveness and success.