Conceptual Model of HR

Introduction

Human resources (HR) play a significant role in organizations today. The term "human resources" encompasses all aspects of an individual's relationship with an organization, including recruitment, hiring, performance management, and employee relations. The HR function is responsible for ensuring that an organization's workforce is aligned with its business objectives. To accomplish this, HR professionals use a variety of tools and techniques, including the concept of HR as a strategic partner, change agent, employee champion and administrative expert (Stone et al., 2020). This literature review will review the conceptual model of HR with respect to those four aspects to show why HR is essential to the success of any organization.

The Conceptual Model

The conceptual model of HRM is comprised of three different levels: the individual level, the organizational level, and the interpersonal level (Strohmeier & Ro?hrs, 2017). Not every organizations model will look the same, however, as each organization will have unique aims and needs (Ahammad et al., 2020). Overall, however, the framework that most HR models follow will observe that at the individual level, HRM focuses on the development and management of individual employee skills and competencies. At the organizational level, HRM focuses on developing and managing organizational culture, structures, and processes. Finally, at the interpersonal level, HRM focuses on developing and managing relationships between employees and managers (Strohmeier & Ro?hrs, 2017). Each of these levels plays an important role in ensuring that an organization's HR strategies are aligned with its business goals. By taking a holistic view of HRM, organizations can ensure that they are able to attract, develop, and retain the talent that they need to be successful. But as Stone et al. (2020) point out, HR essentially must serve as the organizations partner, change agent, employee champion and admin expertthus wearing multiple hats in an effort to guide, support, and move the company forward. What does it mean to wear each hat?

HR as Strategic Partner

The concept of HR as a strategic partner refers to the idea that HR should be involved in all aspects of an organization's strategy, from formulation to implementation. This approach recognizes that human capital is a key driver of organizational performance and that the HR function must be closely aligned with the organization's strategic goals (Thoman & Lloyd, 2018). When used effectively, the concept of HR as a strategic partner can help organizations achieve their desired outcomes. This means, according to Santora and Bozer (2015), working closely even with the Board of the organization to make sure vision and mission are united on every level. In other words, the HR strategic partner should be involved in the decision making, the development of policy, the implementation, execution, and evaluation (Stone et al., 2020). It means aligning HR goals and initiatives with the business strategy. This can be achieved through a number of different methods, such as data-driven decision making, workforce planning, and talent management (Thoman & Lloyd, 2018). All in all, when done effectively, HR should play a critical role in helping an organization achieve its goals and maintain a competitive advantage by acting as the organizations strategic partner.

As a strategic partner, HR should not only work closely with the Board but should also take an active role in workforce planning, talent management, and organizational development (Santora & Bozer, 2015). Workforce planning involves forecasting future labor needs and developing strategies to meet those needs. Talent management includes recruiting and retaining high-quality employees. Organizational development encompasses activities such as succession planning and leadership development. When HR functions are aligned with the business's overall strategy, they can play a critical role in the company's success (Stone et al., 2020).

HR as Change Agent

Change is a big aspect of any organization, and those who can effectively manage change will be better positioned for success. There are a number of reasons why change is important. First, change can help an organization to stay relevant and adaptive in a ever-changing environment. Second, change can lead to new opportunities for growth and development. Third, change can help to improve the efficiency and effectiveness of an organization. Fourth, change can create a sense of excitement and motivation within an organization. Finally, change can help an organization to learn from its mistakes and become more resilient. Those who can manage change effectively will be able to navigate these challenges and realize the benefits of change.

However, as Long (2013) shows, not every HR team understands change, the need for change, the purpose of change, or how to manage change. Change management is a specialized process that often requires specialized leadership that is transformative and not always to be found in HR staff (Long, 2013). Nonetheless, the best HR will be able to act as a change agent for its organization when the need arises (Stone et al., 2020). With the ever-changing landscape of the workplace, it is essential for businesses to adapt and evolve in order to stay competitive. HR can play a pivotal role in this process by driving organizational change and ensuring that...

…HR is about balancing between administrative work that supports the operations of the organization and making sure the various parts are secure (Ahammad et al., 2020). They must integrate policies and coordinate with managers, but must also be supportive of workers and of the Boards vision (Santora & Bozer, 2015). It may seem like a contradiction at times, but HR must be able to slip into all of these roles at a moments notice (Loon et al., 2019).

Administrative expertise includes keeping track of employee contact information, emergency contacts, medical conditions, and absences (Stone et al., 2021). In addition, HR is often responsible for updating employee files with new qualifications or licenses. By keeping accurate records, HR can help to ensure that the organization is compliant with all relevant regulations (Galag & Osman, 2016). Another way that HR can serve as an administrative expert is by managing payroll and benefits. This involves ensuring that employees are paid on time and that they have the correct deductions taken from their paychecks (Zhang, 2020). In addition, HR is responsible for administering benefits such as health insurance and retirement plans (Van Buren III et al., 2011). By staying on top of these important tasks, HR can help to ensure that the organization runs smoothly through all the stages of operations.

Conclusion

The literature shows that while the role of HR has evolved significantly in recent years, where HR once focused primarily on administrative tasks such as payroll and benefits, they are now expected to serve as strategic partners, change agents, employee champions and administrative experts. In order to be successful in this new role, HR professionals must have a deep understanding of the business and be able to effectively align their initiatives with the company's overall goals. They must also be skilled communicators and problem-solvers who are able to navigate the often-complex world of employee relations. With the right mix of skills and experience, HR can play a vital role in helping organizations achieve their goals. As a strategic partner, HR works closely with senior leadership to identify and implement initiatives that will help the company achieve its goals. This may include developing new training programs, revamping the performance management system or redesigning the employee benefits package. As a change agent, HR is responsible for leading and managing organizational change. This requires working closely with employees to help them understand and embrace changes in the workplace. Additionally, HR must be an employee champion, advocating on behalf of employees and ensuring that their rights are respected. Lastly, HR…