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SENTENCE PAPER

IN

HUMAN RESOURCE MANAGEMENT

Submitted to: Mr. Joel Sarillo – Teacher

Submitted by: Jeniffer E. Narciso BSBA 2B
 My Analysis in a New Mandate for Human Resource Management

In the article that I read, the author had expressed his concern on undervaluing

function of Human Resources Department in an organizational set up. The function of HR

director has confined to paper work related to enlisting and expiration of employees.

Compensation and inducements. Leave developing to employees and design of

developmental programs etc. The HR Manager is responsible for execution of policies

made by CEO or line Managers.

David Ulrich, the author has emphasized that the function of HR should be

organizational excellence instead than concentrating on cardinal HR issues merely. HR

has to take the lead to enable organizations survive in globalized time, to prolong gross

growing, to tackle technological progress, to protect rational belongings and maintain step

with altering concern environment.

In planetary competitor economic system, directors are required to be aware of full

planetary market scenario, political uncertainness, trade issues, fluctuating exchange

rates and client penchants, revenue growing by manner of lay-offs, cost cuts and

combination and acquisitions has become new mantra for organizations. He feels instead

companies should concentrate on creativeness and invention. The employees should be

encouraged to portion learning and sharpening their accomplishments for accomplishing

needed gross growing.

In new function HR must be responsible for guarantying employee battle and

committedness. Employee studies and written studies are few of the tools to develop line

directors on importance of high employee morale. HR should urge ways to keep high
morale. HR may propose enlisting of few more employees on a peculiar undertaking or

for leaving preparation to employees to put to death some work. HR must do people

adaptable to alterations instead than defy. HR must present alter theoretical account such

as one introduced by GE. Change begins inquiring who, why, what and how before

implementing an alteration. Direction must inquire why we are seeking alteration. What

will be the benefits to the organization? How to implement alterations?

However Ulrich thinks that it’s the corporate duty of line directors, CEO and HR to

transform an organization. The line directors can assist HR in concentrating on

consequences by speaking serious about how organizational capableness will make

value to stockholders. They can put more clip on issues related to people. Line Managers

should clearly state HR what they wanted from them. Management shall put in HR tools

like conferences and direction literature. Senior line should be ever ready to

accommodate new HR patterns. Management shall see that HR directors are cognizant

of elaborateness of procedures and reengineering. They should be updated on a regular

basis to present consequences. Ulrich stated that it is not an easy undertaking to take up

the new function for HR directors. They must work toward ends. They must redefine their

ends in footings of value add-on to the organization and concern consequences. Senior

line must drop their attitude towards HR as incompetent and ineffective staff.

And for me, A New Mandate for Human Resources by David Ulrich focuses on

providing a roadmap for revitalizing the much loathed HR function which is universally

perceived as an ineffective and ineffective cost centre. In a very simple language and

structured way I must tell how the function should transform from the activity based to

outcome based. HR should be aligned with the organization's goals and objectives and
why it should be a part of the organization's strategy execution and have a leading role

as a change agent. This article provides a prescription for the senior management to push

the HR department in acquiring the new role of a strategy implementation partner and

change agency. One things it lacks in is the quantity of relevant informal examples.

Though it has some very important references to current HR practices in leading

organization but having them more often and for more of points could have increased

their clarity and perceived practicality. All in all it is a seminal article providing a guide for

present day management to survive in the global and competitive environment leveraging

the HR function.

The geographical distance has been bridged by technological progress. In the time

of technological revolution employees had to learn how to work engineering for

organizational end.

In the altering scenario companies. Who can pull, retain and develop best

endowment will take the universe? Companies have to maintain on switching cogwheels

to crush competition. Has to take rapid determinations and invent new ways of making

work. HR can present excellence by being spouse with the senior direction in the scheme

executing of organization. HR can assist in cut downing cost of organization by work

organization. Presenting administrative efficiency with quality. HR should be an interface

between employees and higher direction to advise concerns of the employee to direction

and to actuate employees to lend to the organization. HR should transform itself with

alteration in organizations procedures. HR should be given duty for planning

organizational construction. The construction should place each component of an

organization and set them together for seamless operations. HR should be accountable
for organizational audit. Audited accounts are required to place which parts require

alteration. After the constituents are identified which need redevelopment HR should seek

ways and methods to restitute that portion. HR at the same clip must scrutinize its aim

work. HR must measure impact of each activity in coaction with operating directors.

HR must place procedures within their sphere which can be done faster. Cheaper and

better. For illustration sketch testing can be done utilizing scanner package tools to cut

down recruitment rhythm clip.

They can plan and implement new system that allows sharing administrative services.