Human Resource Roles - Changing roles and expectations
3 important questions on Human Resource Roles - Changing roles and expectations
One of the models to describe the role of an HR manager is the model of Tyson '87. Tyson distinguishes three models:
- Clerk of works model
- Contract manager model
- Architect model
Describe above roles.
- Clerk of works model is a model in which personnel management is only an administrative support activity with no involvement on business planning.
- The contract manager model; HR is focused on institutional practices and problem solving.
- Architect model; an integrated system between line and HR managers.
- The contract manager model; HR is focused on institutional practices and problem solving.
- Architect model; an integrated system between line and HR managers.
Another model to distinguish expectancy in HR roles is the model of Caroll. He distinguished the HR roles into three types:
- Delegator
- Technical expert
- Innovator
Describe the above roles.
Delegator; line managers are primary implementers of HR systems.
Technical expert; specific HR skills are required
Innovator; HR managers recommend new approaches in solving HRM-related problems such as productivity and abseteeism.
Technical expert; specific HR skills are required
Innovator; HR managers recommend new approaches in solving HRM-related problems such as productivity and abseteeism.
Storey and Ulrich also described the HR roles within an organization.
Roles storey:
- change makers
- Advisors
- Regulators
- Handmaiden
Roles Ulrich
- Change agents
- Strategic partner
- administrative expert
- employee champion
What are the differences and what are the similarities between these theories?
Overlap:
Story as well as Ulrich distinguished strategic vs tactic/operational roles. Both also have a change management role in it.
The advisors can overlap with strategic partner.
The regulators can overlap with employee champion
The handmaiden can overlap with the administrative expert.
Differences:
Storey distinguished the HR roles based on two requirements:
- the extent to which the role is inventionary (vindingrijk)
- Strategic vs tactic choises
Ulrich distinguished the HR roles based on the following two requirements:
- Operational vs tactic
- people vs process oriented.
Story as well as Ulrich distinguished strategic vs tactic/operational roles. Both also have a change management role in it.
The advisors can overlap with strategic partner.
The regulators can overlap with employee champion
The handmaiden can overlap with the administrative expert.
Differences:
Storey distinguished the HR roles based on two requirements:
- the extent to which the role is inventionary (vindingrijk)
- Strategic vs tactic choises
Ulrich distinguished the HR roles based on the following two requirements:
- Operational vs tactic
- people vs process oriented.
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