Traditionally, the role of HR managers was fairly straightforward. The HR professionals were responsible for the administrative tasks and strategic planning issues relating to employees. However, now they have moved into wider roles, making their presence indispensable in various areas. For example, HR managers function as change agents, business partners, organizational performance specialists, best practices consultants, and even risk managers.
Presently, HR managers play an integral role in organizational success through their knowledge about and advocacy for people. As an HR manager, he or she takes efforts for creating a work environment in which people are motivated and encouraged to be contributive and contented.
On the other hand, HR effectiveness depends largely on the employees. It depends on how healthy is employees’ relationship with the department. Further, it is related to the extent of employees’ awareness of HR roles and functions and their use of its services. Essentially, the employees need to have a shared belief that the contributions and roles played by the HR managers are critical to the organization’s success.
Basically, employees need to take an interest in HR roles and services. They need to believe that HR managers are people-friendly and work for employees’ well-being. Employees will need to accept that HR professionals are not ‘policing’ officers but function as advisors and problem-solvers for the employees at work. Eventually, the HRM culture in the organization would become a developmental culture.
Are you aware of the roles and functions of HR managers in your organization? Do you believe that the HR professionals at your workplace protect the needs and expectations of the employees? How much do you trust your HR manager? Check it out using this sample questionnaire that includes fifteen statements on a five-point scale. You may modify the questionnaire to suit your study purposes.