Hypothetical Human Resources Department - Essay Example

Human Resource Department Introduction A new company XYZ wants to start its Human ResourceDepartment, before starting this department the organization wants to understand roles and responsibilities of HR department. In todays modern world Human Resource tasks and responsibilities include far more than managing compensation and benefits. Human Resource departments are now looked on and valued as strategic business partners in their organizations. In a world where administrative skills used to be enough; human resources now demand a skill mix that also includes consulting, coaching, and communication, along with a broad understanding of the business plan.

Increasingly, organizations will seek HR professionals who can align HR strategy with business strategy (Bundy, 3). In this paper here is the review of Human Resource roles and responsibilities that will be assigning to this department in response to trends in globalization, technology, diversity, e-business and ethics.Trends in GlobalizationHuman Resource professionals are increasing their scope when it comes to searching for talent. Globalization has enabled HR professionals to seek candidates from around the world.

This trend towards globalization brings up several new factors to consider when hiring employees. For example, HR practices must take into consideration differences in culture and business practices. It would be a mistake to send someone who has been an excellent manager in one country to a brand new country and expect him to be as successful as he was in his own country. Before selecting employees to work in another country, HR must take into consideration the employees ability to understand and respect the cultural and business norms of the host country.

In addition, even hiring at home may involve selecting employees from other countries. It is estimated by 2006 immigrants will likely account for an additional million persons in the U.S. workforce (Noe, Hollenbeck, Gerhart & Wright, 23).TechnologyLeading todays HR function involves much more than having the right programs in place for employees and managers. Now, one of HRs most important responsibilities is leveraging technology and the Internet to support both the function and the business (Mercer, 2006).

Advances in technology have had huge impacts on how HR professionals manage Human Resources. Management and implementation of Human Resource information technology solutions now include highly developed Human Resources programs often referred to as HRIS (human resource information systems) that are used in an effort to maximize productivity throughout an organization in areas related to Workforce Planning (Staffing and Training), Compensation, Benefits, Safety, Work-Life, Performance and Position Management, etc.

DiversityThe labor force in the United States is increasing in racial and ethnic diversity. Per author Thomas Dorsey in his article Diversity: A World of Difference: "Our collective success is a function of our ability to learn about and from each other. The more we understand and appreciate different perspectives, the better we will be at mapping a course for the future. If we cannot embrace diversity, we will be stuck in the past rather than being a part of the future" (p 24). The challenges faced by HR professionals include ensuring a non-biased work environment, career development for all people regardless of race or gender, and dealing with those resistant to diversity (Noe, et all, 5).

E-BusinessE-Business is defined as the processes and tools that allow an organization to use Internet-based technologies and infrastructure, both internally and externally, to conduct day-to-day business process operations (Cylogy, 2006). One example of internal e-business would be HR providing employees with the ability to go online and look up information regarding their benefits, payroll, or company news. HR professionals also utilize the Internet to post job openings and provide online training for current employees.

An example of external e-business would be an HR department posting job openings through e-businesses such as Monster.com.EthicsOne of the biggest challenges HR professionals currently face is the ability to determine and enforce employee behaviors based on ethical standards. It is the responsibility of HR to create detailed employee handbooks that outline acceptable and unacceptable behavior. They must create polices that outline what steps to take in difficult situations i.e. how and where to report ethical violations (Lifland, 3).

HRs influences on ethics include the key areas of fair treatment, special considerations, employee well being, and respect for the law. HR professionals are exposed to more ethical issues than any other profession and it is often up to them to deal with ethical violations and untruthful communications as failure to do so could result in numerous lawsuits and other harm to the organization.ConclusionIn conclusion, the roles and responsibilities of Human Resource employees have evolved into sophisticated, strategic business partnerships within organizations.

HR professionals are looked upon to provide guidance and support not only in regards to employee benefits, payroll and compensation but also in areas involving globalization, technology, diversity, e-business, and ethics.ReferencesBundy, R.A. (1997). Changing role of human resources has vast implications Wichita Business Journal. Retrieved 11/19/06, from http://wichita.bizjournals.com/witchita/stories/1997/07/14/focus1.html? Page=3.Cylogy Inc. (2006). Retrieved November 20, 2006 from http://www.cylogy.com/about/contact.

htmlDorsey, Thomas A., (2005) Diversity: A World of Difference. Valuation Insights and Perspectives. Chicago: Second Quarter, Vol. 10, Iss 2; p 24-26.Lifland, Shari (2006) Ethics at work: What would you do? Career and Technical Education. Administrative Assistants Update, p 3.Mercer Human Resource Consulting, (2006). Retrieved from the World Wide Web on 11/20/06, http://www.mercerhr.com/summary.jhtml?idContent=1090320Noe, Hollenbeck, Gerhart & Wright (2004). Fundamentals of Human Resource Management, McGraw-Hill/Irwin, 2004.

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