Devolution of HR free essay sample

The main aim of Human Resource Management is to direct its focus on the progressive and efficient utilization of an organizations people and their assets and skills in order to make the organization productive as a whole entity. Human resources had definitely been continuously undergoing multiple changes along with the other businesses and trades enveloping it. The employer- employee relationship has evolved drastically over the years. There is a long history behind the development of Human resource management that has led to it being the wide concept that it is today. With the development of the global economy in the late 1980s and 1990s, organizations have been forced to continually reevaluate operations and strategies. As a result, the one constant in this dynamic world is the ever-changing work environment. Throughout the 20th century and earlier, practitioners and academics developed theories and practices to explain and influence human behavior at work. We will write a custom essay sample on Devolution of HR or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page HRM has absorbed ideas and techniques from a wide range of these theories and practical tools. In agreement with Bernerth and Vani, HRM is continually evolving in the current business world due to the ever hanging economic and global trends, globalization, new technology and outsourcing. mentions that the changes that have taken place in HR management in the past 20 years exceed that of those in the past 100 years and the changes expected in the coming 10 years will be Just as dramatic. With the advancements in technology, the administrative role of HR seems to be diminishing. Also HRS non-strategic work such as compensation, benefits and payroll is being replaced by outsourcing. However, argue that outsourcing HR tasks does not imply that the HR department is iminishing but rather it helps HR to focus more on its strategic role. Human resource management is now being recognized as a vital strategic tool for many of the current businesses than Just implementing non-strategic work. It is being involved directly in the organizations major business decisions. Every business has its own strategy or a plan to achieve its objectives. Integrating HR department with the overall business strategy will enable the top management to utilize the right resources at the right time in the right places. As a result, the line managers are etting involved with the HRM process and vice versa to ensure the most effective use of the skills of their organizations employees. Hence, the process of devolution has come into being where many of the responsibilities of the HR department are now being handled by the line managers themselves. This has led to a change in the nature of work being handled by both the departments. In context with human resource management, devolution refers to the process of transferring some of the duties and responsibilities previously handled by the HR department or the personnel specialists to the line managers. By devolving responsibility for HR issues, line managers are provided with an opportunity to engage with day-to-day people management decision-making, while HR specialists can work on achieving closer alignment of an organizations systems and processes witn corporate objectives, while remaining sensit changes.