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Key Topics
- Introduction
- Examine the difference between transactional and transformational roles of HR
- Comparison of the impression of the role of human resources and learning from findings in the role of human resources
- Determine which skills are essential for the success in the management of HR and provide the rationale
- Conclusion
- References
Examine the difference between transactional and transformational roles of HR
Comparison of the impression of the role of human resources and learning from findings in the role of human resources
Determine which skills are essential for the success in the management of HR and provide the rationale
Comparison of the impression of the role of human resources and learning from findings in the role of human resources
Determine which skills are essential for the success in the management of HR and provide the rationale
Introduction
The purpose of the paper is to describe the difference between transactional and transformational roles of HR. The major focus is on the concept of HR as what he can do to attain the success of the organization. It also discusses the role of human resources. The paper also provides a description of learning learned from the role of human resources. It also provides detail of the skills that are important for HR management success.
Examine the difference between transactional and transformational roles of HR
Human Resources can be termed to describe the people who prepare the workforce within the organization. The human resource department is responsible to manage the resources related to the employee’s welfare. Here there will be a description of the difference between the transactional and transformational role of HR. Transactional is the leading concept that is considered as the leadership style that has a major focus on the supervision or the performance of the organization. It is one of the integral parts of the leadership style where the leaders promote compliance by the followers. This role is well-played by HR in the organization. As he/she supervises the people and performance of the organization adequately. The transactional role of HR is quite essential to growing the business in an effective manner (Loshali and Krishnan, 2013). In terms of Transaction, HR functions cover administrative activities like operational process documentation and maintain the record of the employees. This is the major role of transactional HR in the organization. The transactional role of HR is quite essential for dealing with the day to day activities. HR also solves the issues and it is one of a great way to build rapport and gain trust with the employees. HR also focuses on implementing different styles and rewards and punishments to motivate followers effectively. In contrast to this, transformational is also the type of leadership theory that is adopted by HR to make the required changes in the organization. HR's role in transformational is to work with the team and determine the required changes and develop a vision to guide the change with the help of inspiration. In the transformational concept, HR motivates the employees for the positive changes in those who follow (McCleskey, 2014). The transformational HR role is to be enthusiastic as well as passionate and engage the leaders in the process.
There can be different examples given by strategic partnership and is critical to the integrated HR programs. For example, HR as the strategic business partner is essential as meeting up the strategic criteria of strategic HR models as well as HR professionals enables us to move closer to being the equal business partners within the organization. Another example, if there is any kind of particular business unit in charge of the implementation of the Asset management business model then there will be technical implementation through business unit assets where growth in terms of assets will be supported by the department of HR in their plans (Cascio, 2015). The third example is given from IBM where there is a niche understanding of human capital in the organization and thus new opportunities can be discovered to become the center of revenue by establishing activities of outsourcing to maximize human assets (Meijerink et al, 2012). A fourth example where it depicts that HR has a major role in the strategy of the business and requires having the skills. Its major role is the business partner's skills.
There can be different examples given by strategic partnership and is critical to the integrated HR programs. For example, HR as the strategic business partner is essential as meeting up the strategic criteria of strategic HR models as well as HR professionals enables us to move closer to being the equal business partners within the organization. Another example, if there is any kind of particular business unit in charge of the implementation of the Asset management business model then there will be technical implementation through business unit assets where growth in terms of assets will be supported by the department of HR in their plans (Cascio, 2015). The third example is given from IBM where there is a niche understanding of human capital in the organization and thus new opportunities can be discovered to become the center of revenue by establishing activities of outsourcing to maximize human assets (Meijerink et al, 2012). A fourth example where it depicts that HR has a major role in the strategy of the business and requires having the skills. Its major role is the business partner's skills.
Comparison of the impression of the role of human resources and learning from findings in the role of human resources
The role of human resources is essential within the organization. The major focus of the human resource is on recruitment, screening, interviewing and placing of workers to the position where they should be there. They plan to direct, manage, and handle the relationship with the employees and used the appraisal performance approach to measure the performance adequately. Moreover, the human resources management team manages strategically the people of business resources (Ismail et al., 2012). It includes such as hiring the employees who have the most effective skills and they will be successful in increasing the productivity of the organization. HR also provides training to the employees so that they can effectively develop their skills for the future perspective. They also build up loyalty among the employees by making them unsure about their safety and developed a career in the organization (Briscoe et al., 2012).
From the findings to be the role of human resources, I have learned that it is one of the major roles in the organization that cannot be replaced by any other department. I also learned that without human resources no organization can run easily. There is the requirement of HR whether the organization is small or big. Based on findings, I have also learned that with the help of HR talented employees are hired and there is no discrimination among the employees as the selection is based upon their talent instead of reference.
From the findings to be the role of human resources, I have learned that it is one of the major roles in the organization that cannot be replaced by any other department. I also learned that without human resources no organization can run easily. There is the requirement of HR whether the organization is small or big. Based on findings, I have also learned that with the help of HR talented employees are hired and there is no discrimination among the employees as the selection is based upon their talent instead of reference.
Determine which skills are essential for the success in the management of HR and provide the rationale
According to my views, different skills are required to be successful in HR management. Firstly, he/she should be multi-tasking it is the essential skill that is to be there in HR. Secondly, HR should also deal with all the types of people equally without any discrimination this is another skill that is required for success in being HR. Thirdly, there should be a negotiation skill present in HR. Fourthly, communication skill is one of the important skill that should be present in HR. They should communicate with the employees regularly. Fifthly, HR should be ethical and discrete as he should keep confidential all the information of the people (Chuang, 2013). Sixthly, the dual focus skills are also needed for HR. Seventhly; HR should have conflict management and problem-solving skill.
Conclusion
From the above discussion, it can be concluded that hr plays an important role in the organization. In the report, differentiation is done among the Transactional role and Transformational role of HR which is quite essential for dealing with the day to day activities. The role of Transactional HR also solves the issues and it is one of a great way to build rapport and gain trust with the employees. In the role of transformational HR is to work with the team and determine the required changes and develop a vision to guide the change with the help of inspiration.
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Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management: Policies and practices for multinational enterprises. UK: Routledge.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Chuang, S. F. (2013). Essential skills for leadership effectiveness in diverse workplace development. Online Journal for Workforce Education and Development, 6(1), 5.
Ismail, W., Al-Taee, F. J. H., & Habeeb, F. J. (2012). Integrating gender, traits and transformational leadership style as viewed from human resource management strategy. International Journal of Academic Research, 4(3), 16-20.
Loshali, S., and Krishnan, V. R. (2013). Strategic human resource management and firm performance: Mediating role of transformational leadership. Journal of Strategic Human Resource Management, 2(1), 9.
McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), 117.
Meijerink, J., Bondarouk, T., and Kees Looise, J. (2012). Value creation through HR shared services: towards a conceptual framework. Personnel Review, 42(1), 83-104.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Chuang, S. F. (2013). Essential skills for leadership effectiveness in diverse workplace development. Online Journal for Workforce Education and Development, 6(1), 5.
Ismail, W., Al-Taee, F. J. H., & Habeeb, F. J. (2012). Integrating gender, traits and transformational leadership style as viewed from human resource management strategy. International Journal of Academic Research, 4(3), 16-20.
Loshali, S., and Krishnan, V. R. (2013). Strategic human resource management and firm performance: Mediating role of transformational leadership. Journal of Strategic Human Resource Management, 2(1), 9.
McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), 117.
Meijerink, J., Bondarouk, T., and Kees Looise, J. (2012). Value creation through HR shared services: towards a conceptual framework. Personnel Review, 42(1), 83-104.
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