HR Generalist vs. HR Specialist According to Christensen (2005), “HR generalists and HR specialists clash over who does what, who has the most authority, and who is most important. Both roles are clearly needed...." (p. 187) There is much confusion of the terms HR generalist and HR specialist. While both can be key components in a successful business, they have very different roles. A HR generalist works with, or has the ‘customer’ of management and the employees of the company. This means that they will work with everyone, having contact with each person who works within the company. "All generalist HR roles involve offering support to the organization's managers and staff, and you will be expected to provide professional advice on a range of HR issues.” (What can I earn...Generalist, 2013) Generalists work closely with line managers to implement business strategy. Some of the actions that can be seen from the work by HR generalists will be to accurately and concisely interpret the business strategy into human resource planning. (Christensen, 2005) How this process takes place is simple. The HR generalist first collaborates with management. Then they would take steps to position the correct resources for the task at hand. (Christensen, 2005) As a HR generalist it is important to foster a close relationship with business leaders. “... Generalists create relationships with the business leaders that are often envied by the specialists. These relationships are essential for generalists to do their work." (Christensen, p. 195, 2005) Generalists and specialist alike can receive professional certification. "A professional certification indicates that an individual has met requirements established by a national cert... ... middle of paper ... ...n, R. (2005). CHAPTER FOURTEEN: Clarify the roles of generalist and specialist. (pp. 186-199) American Management Association International. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=32753762&site=eds-live Should I look for a specialist HR role? (2010). People Management, , 33-33. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=53955676&site=ehost-live What can I earn as… an HR generalist in central london?: Roadrunner search discovery service Retrieved 11/13/2013, 2013, from http://ehis.ebscohost.com/eds/detail?vid=2&sid=7ed15250-82d4-46c4-ab21-1236c29b5081@sessionmgr198&hid=105&bdata=JnNpdGU9ZWRzLWxpdmU=#db=bth&AN=25741006 What can I earn… as an HR specialist in yorkshire? (2007). Personnel Today, , 35-35. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=25051335&site=eds-live
Bohlander, George, and Scott Snell. Managing Human Resources. 15th. Mason, OH: South-Western Pub, 2009. 98-147. Print.
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
REI’s HR department description leads one to believe that HR has a larger role than just traditional functions.
The Web. 6 Apr. 2012. The. Gueutal, Hal G., and Dianna L. Stone (eds.). "Chapter 9 - The Next Decade of HR—Trends, Technologies, and Recommendations".
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
...job to earn, you should be able to manage the following through your management skills:
“Hr is shifting from focusing on the organisation of the business to focusing on the business of the organisation” (Zulmohd 2011). David Ulrich points out four distinctive roles of HR which makes the organisation most effective and produce competitive advantage. He planned to change the structure of HR function and build HR around roles. The four key HR roles identified by Ulrich, one HR business partner/strategic partner – aligning HR and business strategy which plays an important role in setting strategic direction. It builds strategic relationship with clients and strategically manages the development of the workforce. The second key role is administrative expert which creates and must deliver effective HR processes made to tailor business needs. It also involves managing people and HR related costs. To continue to the third key role, change agent which understands the organisations culture, and takes the responsibility to communicate those changes internally and gain its employees trust. The final key role identified by Ulrich is employee advocate which is a core in HR role represents employees and helps to improve their experience, protect employees’ interests and confirm strategic initiatives are well balanced. Employee advocates must also “ensure fair, ethical and equitable people processes and practices.” “David Ulrich’s HR Model is about defining the HR roles and
Knouse, S. B. (2005). The Future of Human Resource Management: 64 Leaders Explore the Critical HR Issues of Today and Tomorrow. 58(4), 1089-1092.
Reed, S. M. & Bogardus, A. M. (2012). PHR/SPHR Professional in human resources certification study guide. (4th ed.). Indianapolis, IN: John Wiley & Sons.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.
4) Tokesky, George C; Kornides, Joanne : ‘Strategic HR Management is vital’( Personal journal, December 1994 v 73 n 12 p 115.
Human resources are the function within a company’s organization that monitors the availability of qualified workers. They recruits and screens applicants for jobs help select qualified employees. Some of those roles are focusing on recruitment, employee performance management benefits, compensation, training and retention in an organization. All this is the human resources manager needs to provide a high return on the company’s investment in its people. A human resources manager also deals with the employee relations, resource planning and administrative personal functions. They also deal with hiring, firing, training and other personal issues. A human resources manager also deals with safety, employee motivation, communication and all the administrative stuff. A human resources manager is one of the most important jobs in any health care organization.
Lewis, Clive (2007) Human resource management international digest. Bradford: 2007. Vol 15, Iss.4: pg. 3.
A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.