Role of HR Managers in Business Organization
In business Organizations, HR managers play a crucial role as they are accountable to frame HR policies and practices. HR managers need to have the selection of the most suitable employees in the organizations and govern them to perform in the expected manner to keep the organizational functions workable. The HR managers need to develop a positive work environment in the organization to gain productivity of the workforce. The HR managers in the organizations need to play a participative role in the organizations so that the decision taken should be taken positively by the employees. The HR managers are not supposed to take disadvantage of their power (Jackson, 2002). HR managers are coherent entities in the organizations who have to make management development policies. The HR managers have to do proper governance of the employees through the use of their governance power.
Common belief of people regarding HR Managers Power
In the field of management, there is a firm belief about HR managers that they hold strong power in the entire organizational structure. People believe that HR managers have a very crucial and supportive role in the organizations as they have to perform very important organizational activities. They are highly accountable towards securing the interests of the employees. However, there are some situations when it is believed by people that HR managers are power hungry and they take extra advantage of their power and use extra power over employees and show their aggressive behavior to make people work (Jackson, 2002).. This is the reason that at some instances, the HR managers are considered as power hungry people who tend to dominate over the workforce.
Reasons behind Emergence of the common belief
There are some strong reasons behind the emergence of this belief among people. The first and foremost reason behind this belief is the position of Humana resource managers in business organizations. In business organizations HR manager’s shares intensive powers and strategic position within a business organizations. Owing to this reason, it is a general impression among employees is that HR managers are power holders within organizations (Jackson, 2002). In addition to this in the organizational hierarchy, the position of Human resource managers is quite higher, which leads the people to consider HR manager as one of the crucial sources of power within the organization.
Along with this, another crucial reason behind considering HR manager as power hungry people is the specific role and responsibilities owned by Human resource managers in an organization. The prime responsibility of HR managers within an organization is to optimize the working efficiency of human resource within the organization. For this purpose, sometimes HR managers are required to take some crucial, strict and disciplinary actions against employees. This phenomenon sometimes goes against them, and people within the organization start to develop a negative image regarding role of HR managers in the business organization (Jackson, 2002).
In addition to this, in the organization’s strategic orientation, the role of HR managers are quite vital. HR managers usually pursue entire and strategic information regarding working capabilities of the organization’s existing workforce. Owing to this reason, while making operational and strategic planning, the upper-level management is required to have proper consultation with HR managers (Erasmus & Schenk, 2008). These provides them with an adequate amount of insights regarding the success of their decision. In this way, the role of HR managers becomes power centric within organization.
Personal Opinion Regarding HR Manager’s Power
As per my personal experience, HR managers have to play a very supportive and contributing role in the organizations. In my personal opinion, the power governance practice is followed by HR managers in a very professional manner without securing the interests of the employees. In this way, it can be stated that people in general have both positive and negative belief about power position of the HR managers and hence the belief about power hungry does not seem applicable in all cases
Reference
Jackson, T. (2002) International HRM: A Cross-Cultural Approach. US: SAGE.
Erasmus, B. & Schenk, H. (2008). South African Human Resource Management: Theory & Practice. US: Juta and Company Ltd.
