The Role of HR as an Activist, Leader, and Mentor

The assignment delves into the multifaceted responsibilities of human resource managers in contemporary organizations. It argues that effective HR professionals must act as ethical activists, shaping a positive organizational culture and promoting ethical conduct. They should also function as cultural and change leaders, navigating organizational transformations and fostering diversity. Finally, the assignment emphasizes the importance of HR as stakeholder mentors and coaches, guiding employees and stakeholders to achieve their full potential.

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
Name of the student
Name of the university
Author note

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Topic: 1. an ethical and credible activist
Human resource manager should be an ethical and credible activist due to the reason that
employees will follow the ethical standard in the organization from the human resource manager.
It will help the organization to imply an ethical working environment in the internal
organization. Being an ethical and credible activist, the human resource manager will have more
credibility among the employees (Sekerka, Comer and Godwin 2014). Thus, the controlling and
monitoring employees will be more effective for him. Following for the ethical standards by the
human resource manager will motivate the employees to also follow the same. This will
eventually enhance the goodwill and reputation of the organization in the market. Moreover,
following of ethical principles will help to reduce the employee oriented issues and thus the
productivity of the organization will get enhanced (Lazaroiu 2015). Human resource manager
will more control over the management of the employees.
In my previous job experience, I was given the responsibility of implementing a
corporate social responsibility. In the implementation process, I am being the human resource
manager, involved employees from all the departments in the project. Information and opinions
are being gathered from them in order to enhance the effectiveness of the project. This helped the
employees in possessing positive impression about the organization. Moreover, they felt
motivated and engaged due to their involvement in the project. The following of this ethical
principle in the organization helped me in enhancing the credibility of my post among the
employees. They perceived me as an ethical activist and assumed that I will be the person who
can ethically dissolve all their issues. Thus, this quality of mine helped me in enhancing my
credibility of mine among the employees. In addition, the employees also felt motivate and
engaged in their workplace.

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Topic: 2. a cultural and change leader
The human resource manager should also be a cultural and change leader in order to
enhance the organizational productivity. Contemporary business organizations are operating in
one of the most challenging business environment and thus they need to implement change
management to cope up with the change in the business scenario. It is the responsibility of the
human resource manager to have the leadership quality for motivating the employees in the
change management (Thorn 2012). This quality of him will enable to aware the employees about
the consequences of the change to be implemented. Moreover, cultural diversity along with
determining the individual cultural background of the employees is also important to enhance the
organizational culture (Alvesson 2012). This will help to increase the level of motivation of the
employees and the change management will be more smooth and effective in the organization
(Patrick and Kumar 212). It is due to the reason that employees will be well aware about the
change policies due to the effective leadership qualities of the human resource manager. Thus,
the employees’ feedback will also be gained during the implementation of the change
management in the organization.
I worked as a volunteer in one of the NGO in Australia. They worked for the betterment
of the underprivileged society. Workforce diversity was being implemented by me in the
organization in order to enhance the productivity of the employees. At the initial stage, I faced
resistance from the existing employees for this change. However, I had been able to convince
them about the advantage of the workforce diversity and effectively implemented them in the
organization. After implementation, monitoring is being done by me in order to determine the
effectiveness of the change. It helped the organization in having various options and approaches

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for a certain issue. Moreover, the knowledge sharing among the employees also got enhanced
due to variation in their cultures.
Topic: 3. a stakeholder mentor and coach
Effective mentoring qualities of the human resource manager are important due to the
reason that employees need guidance in their daily course of work. Moreover, in the present
business scenario, determination of the requirement of the stakeholders of the organization
including customers is important to survive in the market (Thurston, D’Abate and Eddy 2012).
Thus, the human resource manager should have the qualities of mentoring and coaching the
stakeholders to motivate and guide them in their workplace along with identifying the
requirements of them. It will help the organization to modify their policies accordingly. It is been
seen that the employees feel more motivated and engaged in their workplace if they are being
given proper guidance (Anitha 2014). Providing guidance will not only limit to supervising the
employees in their job but also it includes a broader aspect. Motivating the employees by
implementing various employee welfare policies in the organization and enabling them in
maintaining the effective work life balance is also included in the mentoring and coaching
abilities of the human resource manager (Armstrong and Taylor 2014). Proper guidance to the
employees helps them in having clear idea about the job to be done by them and the process of
accomplishing the job. Thus, eventually the productivity of the organization will get enhanced.
In one of our college event, I was assigned the task of team manager for our football team
due to the fact that I am a trained footballer. However, being the manager of the team, my first
job was to identify the qualities of the team players and assigning the team role accordingly.
Afterwards, I acted as a mentor to them and given effective coaching to enhance the teamwork

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and performance. In the due course of coaching, the players came to me with their issues which
need proper guidance. The issues are being solved effectively and that caused the enhancement
of the performance of the team. Though, our team cannot able to win the tournament, but the
teamwork of us gets appreciation from others. The understanding among the team members
caught attention of every one. Moreover, the satisfaction and motivational level of the players are
also not got affected by the loss, rather they were more motivated for the next year’s event. Thus,
with my mentoring capabilities, I made the players perform as a whole team and with more
satisfaction and motivation.

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Reference
Alvesson, M., 2012. Understanding organizational culture. Sage.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Lazaroiu, G., 2015. Employee Motivation and Job Performance. Linguistic and Philosophical
Investigations, 14, p.97.
Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and
challenges. Sage Open, 2(2), p.2158244012444615.
Sekerka, L.E., Comer, D.R. and Godwin, L.N., 2014. Positive organizational ethics: Cultivating
and sustaining moral performance. Journal of Business Ethics, 119(4), pp.435-444.
Thorn, I.M., 2012. Leadership in international organizations: Global leadership
competencies. The Psychologist-Manager Journal, 15(3), p.158.
Thurston, P.W., D'Abate, C.P. and Eddy, E.R., 2012. Mentoring as an HRD approach: Effects on
employee attitudes and contributions independent of core self‐evaluation. Human Resource
Development Quarterly, 23(2), pp.139-165.