Human Challenges : Weblog

Monday Jan 08, 2007

HR Roles

Here comes the summary of the second and main part of Dave Ulrich's article about Human Resources in Virtual Organizations. My blog entry about virtual organizations is describing how the way companies are operating changed as a result of the development of information technology. Taking into account this different environment also the role of the HR professional in companies who underlie those changes needs to adapt.

The role of HR gets more business critical with the complexity of organizations. Examples of required capabilities like an employee shared mind-set to ensure commitment from dispersed employees through common values, an environment of innovation, the ability of sharing ideas across complex boundaries, speed to assure an internal organizational response consistent with external customer demand all demonstrate that competition in the virtual organization comes much more from intellectual capital than before. As a result these companies are much more workforce dependent than in the past.

Ulrich requires HR to act beyond partnership as a Player with 5 different roles: Coach, Architect, Designer, Facilitator and Leader. He does not only describe these roles but also gives first simple instructions and examples how to act in that role.

HR Players coach senior leaders how they can personally build stronger organizations focussing on giving them feedback on their behavior. Taking care of self is an integral part of the coaching relationship.

As organization Architects they shape the way work flows consistent with the ideas and ideals of the business leader. They offer informed choice about different approaches to take based on organization design models like Galbraith's Star Model. HR Players as primary architects of the organization cannot be substituted with external consultants as they better understand the company specific subtleties and political realities that need to be taken into account.

As Designer the HR Player designs and delivers HR practices that both drive and reinforce employee behavior that is consistent with strategy and capability. In order to do this effectively they need to know the latest HR theory, practice and technology. Networking with colleagues and participating in benchmark meetings should be one element to keep knowledge current. In general HR Players should be active learners, constantly screening literature and doing research within their companies.

As Facilitators HR Players make sure things get done long term. They insure that organization change happens. Being a change agent is not enough. HR facilitators are thought leaders, bring together resources, focus attention and make sure decisions are made quickly and accurately. Complementary to the role as coaches facilitators focus on teams, organizations or alliances.

Last but not least HR needs to lead by example. A well lead HR function earns credibility. HR should be led as a business and have a business plan in place that has buy-in by the company leader.

Ulrich is convinced that when HR professionals learn these roles they add enormous value to their firms, their profession and themselves. Today social networking enables us to learn more easily by sharing, even virtually! Let's go for it!

Update: view this blog entry for an update on the HR roles topic.