HR Practitioners Changing Role Management Assignment (Essay Sample)

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HR Practitioners Changing Role
The human resources (HR) environment is an ever-changing platform that needs controlling and managing to enable a firm to remain competitive. The individuals that are always tasked with this responsibility of controlling and managing the alterations are referred to as human resources practitioners or professionals (HRPs). Due to the dynamics of the changing HR environment, Ullah (82) explains that the roles of HRPs are often altered as well. In this regard, this paper focuses on discussing the dynamics of the changing HR environment. It, therefore, highlights the dynamics based on two specific aspects of the HR environment, which include the regulatory climate and diversity. Various key terms relating to human resource management (HRM) are used to aid in the discussion.
Starting with the diversity aspect of the HR environment, it possesses several dimensions that can be used to explain the changes occurring in the same. For instance, some of those dimensions include age, race, sexual orientation, work experience, gender, ethnicity, and so forth (Hassija 92). Even so, this paper concentrates on only three dimensions of interest, which include age, gender, and work experience of the workforce of any precise organization. In all these three dimensions, alterations exist. The majority of firms today require a workforce or HR environment with a combination of both young and old employees. The old workers are always required to mentor the young ones while the latter factions are often necessary to provide their technologically savvy nature to the workplace. As for gender, many HR environments nowadays prefer both males and females to illustrate diversity in that aspect. Similarly, off late, organizations prefer graduate training programs as means of recruiting the employees they desire to any other technique. They believe that once a graduate is employed and trained on the job, they become better workers than those staff recruited with some level of experience. Nonetheless, some firms also prefer both experienced and graduate trainees in a workplace to the previous situation of employing only skilled and proficient workers.
Such changes can be explained using specific key terms as was already mentioned earlier. For example, it is evident that diversity in the workplace brings forth different human capital to the workplace, which comprises of diverse experience, knowledge, and skills that contribute to business aims achievement (Hassija 95). The young, the old, males, and females are all considered human capital and resources or assets of a company. They should always be managed in a way that enables team-work in the HR environment. This statement explains the use of the key terms HRM and team-work in the context of diversity in the HR environment. It is only through HRM and team-work can diversity be forged to enable attainment of the goals and objectives of a firm. Before arriving at such undertakings, activities such as job analysis, position, and specification has to be conducted followed by a selection of employees that are to be recruited. The analysis enables identification of the requirements or context in which jobs are conducted, which allows specific positions to be created and specification of the same to be set. These phenomena allow selection of desired employees. All these exercises should be ethical in that they should consider and propagate diversity in every aspect that was mentioned above as is the case in many HR environments today.
Hassija (96) claims that training has also become part of the changing activities in HR environments. It becomes part of the HR exercises to the point that graduates can be recruited and trained while working in a specific organization. This occurrence is always preferred because it leads to competency and empowerment of employees. The trained workers usually develop capabilities of efficiently and successfully performing various undertakings, decision-making responsibility being part of the same (Hassija 96). Furthermore, through the training that frequently takes place, the laws of the right to know comes in play. The employees, regardless, of their diversities, have the right to know about one another as well as concerning any dangers that exist in the workplace. The one key term that properly complements diversity is a reasonable accommodation. In HR environments today, diversity has changed such that every process involving alterations of a job is done with the consideration that any individual that is qualified, regardless of his or her age, work experience, or gender, can take part in the process of application and perform the modified job.
The second HR environment aspect that has encountered some changes include the regulatory climate. The changes can be attributed to the initiatives being proposed and implemented by the government’s controlling parties. For example, one initiative is a relaxation of regulations that govern finances as portrayed by Rees and David (124). This occurrence enabled accessible, cheap debt and the want of people to claim or enhance their homes all met up to shape a business condition that gave chances for money related establishments to make and offer new credit items known as sub-prime home loans. This initiative affects the future of HR in that they (human capital) will require proper management (HRM) to ensure that they understand the alterations taking place in various financial aspects of a company. In some cases, they might require training to enhance their competency and empowerment considering comprehension of the new roles that they will be undertaking in the workplace after the changes.
Aside from such initiatives, some major reforms are to be passed, and they can affect HR in a significant manner. For example, one such reform is improving the federal workforce (“Platform”). This reform when passed has various influences on HR. For instance, it will enable the employees that coordinate with one another through team-work to be appreciated and recognized by the government. Furthermore, the workers that portray the nature of being moral or ethical through actions such as whistleblowing when they encounter an occurrence that is not in line with a workplace’s code of conduct or ethics will also be recognized and appreciated. Such workers will be protected by the laws that govern whatever employees should know in any particular workplace (right to know laws) such that their whistleblowing practices cannot land them in any trouble like being fired or demoted. This explanation highlights that team-work and ethics will be the platforms or foundation in which human resources’ recognition and appraisal are embedded.
In the same note, the reform will be giv...