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The New 
Role 
of 
Human 
Resources 
Chapter 3
Making a Corrective 
Action Some HR professionals are typical 
bureaucrats. They see themselves 
as compliance officers only. 
They can not see themselves as going 
beyond the command and control 
mentality. 
There is absolutely nothing wrong 
with this “police” mentality 
because an organization must 
maintain consistency and firmness 
in discipline. 
The only problem is when the HR
The Balancing Act of 
Human Resource 
Professionals 
1. Serving both management and 
employees 
2. As employee advocate and chief 
social worker 
3. “Owning” the people issues 
4. A rubber stamp of other 
managers rather than a partner
1. Recruitment, Selection 
& Placement 
2. Training & 
Development 
3. Performance 
Evaluation & 
management 
4. Promotions 
5.Redundancy
7.Record keeping of all 
Personnel data 
8. Compensation, 
Retirement, Incentive 
Programs 
9. Confidential advice to 
internal ‘customers’ in 
relation to problems at 
work 
10. Career Development
The emerging role of Human 
Resource Management is 
anchored on the present world 
developments. 
Firstly, there is a rapidly 
changing economic 
environment, brought by the 
advent of globalization and 
deregulation of markets, 
changing customer and investor
Secondly, there is the present 
economic recession, the worst that 
has hit the world since the 
depression of the 1930’s.
A Strategic Partner 
HR’s business objectives are 
established to support the 
attainment of the over all 
strategic business plan and 
objectives. 
Employee Advocate 
HR Professional plays an 
integral role in organizational 
success through his disciplined 
knowledge about and advocacy 
of people.
Change Champion 
Generally, there is always resistance 
to change as, among others, it 
threatens job security, disrupts 
established relationships, and alters 
status quo. 
Harness the Benefits of 
Technology 
The impact of an effective Human 
Resources information System 
(HRIS) cannot be overestimated. 
HRIS could provide better and faster 
customer service and free your time 
for dreaming up new value-added 
strategies.
Skills for effective 
Human 
Resource Management 
Chapter 4
Lists of Critical Skills 
and Attributes 
1. Human Relations or Interpersonal 
2. Multitasking 
3. Organization 
4. Ability for Dual Focus 
5. Trust and Confidence 
6. Dedication to Continuous 
Improvement 
7. Negotiating & Problem-solving 
8. Team-oriented 
9. Honesty & Integrity
BSBM – HRDM 3A 
♥♥♥ 
Amparo, Mary Rose C. 
Diego, Theresa Mae P. 
Padua, Aleksandra 
Tija, Jobelyn J. 
♥♥♥

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New Roles of Human Resources

  • 1. The New Role of Human Resources Chapter 3
  • 2. Making a Corrective Action Some HR professionals are typical bureaucrats. They see themselves as compliance officers only. They can not see themselves as going beyond the command and control mentality. There is absolutely nothing wrong with this “police” mentality because an organization must maintain consistency and firmness in discipline. The only problem is when the HR
  • 3. The Balancing Act of Human Resource Professionals 1. Serving both management and employees 2. As employee advocate and chief social worker 3. “Owning” the people issues 4. A rubber stamp of other managers rather than a partner
  • 4. 1. Recruitment, Selection & Placement 2. Training & Development 3. Performance Evaluation & management 4. Promotions 5.Redundancy
  • 5. 7.Record keeping of all Personnel data 8. Compensation, Retirement, Incentive Programs 9. Confidential advice to internal ‘customers’ in relation to problems at work 10. Career Development
  • 6. The emerging role of Human Resource Management is anchored on the present world developments. Firstly, there is a rapidly changing economic environment, brought by the advent of globalization and deregulation of markets, changing customer and investor
  • 7. Secondly, there is the present economic recession, the worst that has hit the world since the depression of the 1930’s.
  • 8. A Strategic Partner HR’s business objectives are established to support the attainment of the over all strategic business plan and objectives. Employee Advocate HR Professional plays an integral role in organizational success through his disciplined knowledge about and advocacy of people.
  • 9. Change Champion Generally, there is always resistance to change as, among others, it threatens job security, disrupts established relationships, and alters status quo. Harness the Benefits of Technology The impact of an effective Human Resources information System (HRIS) cannot be overestimated. HRIS could provide better and faster customer service and free your time for dreaming up new value-added strategies.
  • 10. Skills for effective Human Resource Management Chapter 4
  • 11. Lists of Critical Skills and Attributes 1. Human Relations or Interpersonal 2. Multitasking 3. Organization 4. Ability for Dual Focus 5. Trust and Confidence 6. Dedication to Continuous Improvement 7. Negotiating & Problem-solving 8. Team-oriented 9. Honesty & Integrity
  • 12. BSBM – HRDM 3A ♥♥♥ Amparo, Mary Rose C. Diego, Theresa Mae P. Padua, Aleksandra Tija, Jobelyn J. ♥♥♥