The new Human Resource Department: A Cross-Functional Unit

Joan F.Marques

Summarized by: Ali Haj-Aghapour HRD is a strategic unit which coordinates workers needs throughout companys LifeCycle as well as organizations ones.(Aghapour,2010) Introduction Always companys seniors concern about current and future decisions, process, activities, productions in all aspects, which are effected by internally, externally global factors that is not possible to ignore them. Many of them have physically and emotionally impact on our organization. Human Resource Department(HRD) is dealing with both sides which were mentioned. In the past, this impressive unit just was a reporting, classifying, and hiring one which was ignored in intermediated and advanced DecisionMaking. In this Essay we will try to illustrate both current HR department and new HR definition which was named Cross-Functional HR. No doubt, transforming in our attitude toward HR is needed. Many of giant organizations in developed countries have understood and moved to it. According to Hilborn(2004) report: fifty percent of large US companies are in the middle of a HR transformation, another 25 percent recently completed one and 8 percent plan to initiate a transformation effort in the near future.(Hilborn,2004,p.36). Complexity of internal and external environments persuades HRM to move from merely personnel department to not-ignorable component of strategic Decision-Making Process(DMP). However, HRD is in charge for connecting between Workers and organizations needs and workers work-life(current and future). In fact, HRD must play a coordinating role and would possible to involve all unit seniors in DMP. Moreover, the Future HRD will be minimized and integrated into Cross-Functional Unit consisting of one HR specialist, seniors from all departments, and few HR co-workers to execute the administrative part of jobs

Figure1. HR Responsibility

Company needs

Worker needs

Work-Life balance

Current HRD Many concepts in HR have been changed. HRD is a cumbersome unit with a lot of unuseful outcomes. Contemporary workers and staffs express the need more recognition in work environment. They desire to connect to top level of DMP. On the other hand, they have some classified needs, according to Mazlo theory, which they want to be satisfied. The main art of HRD is connecting them to organizations needs in both current and future perspective. For achieving this crucial strategic mission HR managers must add some new paradigms such as re-branding, changing mindset, Strategic focus, and bottomup approaches to their attitude toward HRM.(Baker,2007.p.2) In addition, they have to combine these approaches into their regular jobs: selecting, hiring, training, evaluating, and retention(Brotton,2003,p.45). Trust is a concept that influences HRD. According to this article, Trust is a mutually honest relationship between supervisors and their human resources which effects on productivity. Although there are many HR issues for concentration, four of them are recognized as top-priorities which will be mentioned bellow: 1- Talent management: this pertains to regular job of HRD. The first responsibility of Talent management is to attract and retain qualified employees.( wisegeek.com/whatis-talent-management) Talent management process is dynamic one which is shown in figure2.

Figure2.Talent Management Process(TMP)

Training and Developing

Motive and Retention

Gap Analysis Of Competenc ies Assessmen source: Google Searching Engine t

Analysis of Future Requirem ent

2- Technology as enabler: in order to improving effectiveness and efficiency in HRD, IT plays an important role. In fact, by technologies, communication and facilitation will be faster and more fluent. 3- Progress: this connects to evaluation the past and makes suggestions for the future. There are some barriers that restrict Progress: 3-1- The inadequate conceptualization of national effects: domestic effect is something that must be considered. For understating cross-national differences between nations, 2 main approaches are used: either discovering all aspect of culture or particular typology of culture.(Edward,2005,p.9) 3-2- Over emphases on structure and downplaying an organizational policies(Edward,2005,p.12) 3-3- The internal division of labor within MNCs: the nature of these divisions plays apart in shaping desirability from seniors point of view of having standard HR policies across the firms operations.(Edward,2005,p.15)

The new HR: A Cross-Functional Unit(CFU) Cross-functional means a group of people with different functional specialties or multi disciplinary skills, responsible for carrying out all phases of a program or project from start to end.( businessdictionary.com)

Cross-functional HR plays better role in DMP and can provide better understanding of HR services such as training, selecting and so on. There is a list of benefits which are achieved by establishing CFU: Trust: if worker knows that his or her needs will be communicated with top managers will become more satisfied and consequently trusting relationship will be better. Talent management: this claims that managers effectively realize that what their employees need and how workers can achieve them. Also, if top staffs be in connection with their sub-ordinates can select the right person for the right position. Benefits: it provides awareness of changes and new desires of workers which helps them to react quickly. Company becomes excellent Deepening the organization resources Improving DMP Deepening HR s services However, CFU is essential for streamlining of processes and applicable skills within an organization. A cross-functional Unit consists of a head HR director who is connected to manager of divisions and a few administrative staffs who execute the papers and documentation requirement of job. Also, managers have integrative communication to each other. Finally, all of them and HR director directly are connected to Strategic Management.

Figure3. Cross-functional HR Structure Strategic Management

Manager Of Division

Manager of Division

Manager of Division

Manager Of Division

HR Director

HR Assistant

HR Assistant

Conclusion In my opinion, although many positive movements have been started to change HR functions and responsibilities, many of them are in the middle of path. Cross-Functional HR Unit is a new concept helps executives to inject collaboration in organization. According to this article and others are relevant, this new approach can provide workers needs in all aspects as well as organizations needs in present and future. Also, by establishing this approach, in the integrated trading world which is seen nowadays, DMP would be faster and more effective. And competitive advantages will be occurred by following this new approach. Reference and bibliography Marques, J(2006). The Human Resource Department: A Cross-Functional Unit, Journal of Resource Development Quarterly. 17(1). pp. 117-123. Edward, T. & Kuruvilla, S(2005). International HRM: national business systems, organizational policies, and international division of labour in MNCs. Journal of Human Resource Management.16(1), pp 1-12. Baker, T(2008).8 values of highly productive companies: Creating wealth from a new employment relationship. Australia: Australian Academic Press.