The Managing the Human Resource Function summarizes the important roles that human resource management plays in the overall scheme of things within the organization or enterprise. It is indeed a sad truth that so many organizations do not pay attention to its most valuable resources – its people. The success and failure of any organization lies in the hands of the people who run the show but unfortunately, HR functions are usually relegated to the administrative stuff and not taking so much role in the organizational development aspect. People-centric organizations succeed because they know how exactly to develop and motivate their people.
People-centric organizations succeed because they know exactly how to develop and motivate their people.
B’laan Women, Beneficiaries of Lamlifew, 2017 BPI Sinag Awardee
The HR function is discussed on the two levels of HR: 1) strategic level and 2) operational level. By merely looking at these two major divisions, we begin to see ourselves leaning more towards discussing HR at the operational level but what about the HR at the strategic level? This refers to the four major HR functions which, revolve around the four quadrants namely: Strategic; Systems; People; and Operational. These four HR function combinations are as follows: 1) Strategic-Systemic Function; 2) People-Strategic Function; 3) Systemic-Operational Function; and 4) Operational-People Function.
In the process of discussing these four major HR functions, one also has to deal with the eight R’s of HR. These are: 1) Retooling; 2) Recycling; 3) Resonating; 4) Retaining; 5) Routing; 6) Recruiting; 7) Reviewing; and 8) Rewarding.
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