Human Resource Management: Role, Contribution, Challenges and Analysis

This report delves into the multifaceted role of a Human Resource (HR) manager within an organization. It examines the HR manager's primary responsibility in achieving organizational objectives and developing strategic goals. The report emphasizes the importance of motivating the workforce through flexible work practices, suitable policies, and performance appraisals. It also explores the contributions of HR managers to Strategic Human Resource Management (SHRM), highlighting the need to address challenges and add value to intellectual capital. The analysis includes insights into challenges such as talent shortages and financial crises, along with the importance of collaboration with experienced board members, supportive CEOs, and effective information exchange within the team. The report also discusses how the author's perspectives on HR management have evolved, emphasizing the need to monitor financial challenges and contribute significantly to organizational success. The report concludes by highlighting the importance of leveraging support from key stakeholders to enhance expertise and improve future performance.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student:
Name of the University:
Author Note:

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HUMAN RESOURCE MANAGEMENT
Reflective Study
1) Role of an HR Manager
HR manager performs the most significant role in achieving organisational objectives.
Being an HR manager, it is important for me to resolve the emerging problems within the
organisation. I believe that the primary responsibility of an HR manager is to develop the
strategic objectives within the organisation for ensuring success for the future. I think, I shall be
able to make a collaborative approach to gather the supports from the team members. It is quite
essential to motivate the workforce to develop the effective work scenario. The development of
the flexible work practices, implementation of the suitable organisational policies, and greater
use of performance appraisals would be more helpful in motivating the workforce and leading
them towards success.
2) Contribution of the HR managers in SHRM
HRM is generally accepted as the key source of strategic competitive advantage.
However, I have come across some of the considerable commentary both at the national and
international level. It is argued that HRM practice requires involving more into addressing the
challenges that may occur within the organisations. Supporting this argument, Hammonds
commented, “HR is the corporate function with the greatest potential and also the one that
most consistently under delivers” (Sheehan and De Cie 2012). This statement implies that in
spite of the fruitful contribution of the human resource managers, it is essential to concentrate
more on adding value to the intellectual capital of the company. In order to ensure the
knowledge-based value creation, the human resource management requires understanding the
critical mechanisms of the Resource-based theory.

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HUMAN RESOURCE MANAGEMENT
3) Interpretation of the idea
The idea obtained from this study provides me the insights of the challenges that the HR
managers might face while performing their responsibilities to achieve the organisational
success. I have learnt that an experience board of directors, supportive CEO, and the high level
of information exchange within the TMT team would create the positive impact on HR
performance. I have derived the ideas about the current dilemmas due to the shortage of talents
and global financial crisis that are offering opportunities to the HR managers to add value in
performing commendably. On the other hand, as an HR manager, I need to cautiously monitor
the shifting responsibilities within the organisation according to the emerging scenario.
4) Evaluation of the idea
In the previous studies, I have learnt about the primary responsibilities of the human
resource management. However, the obtained ideas from this article have changed my
perceptions about the specific roles of an HR manager. This article offers the new insights about
practicing HRM that advice the manager to develop skills regarding the value adding
performance. The lack of capital investment knowledge may affect the entire organisational
functions (Kramar, R., 2012). Being a human resource manager, I need to identify those specific
challenges associated with the shortage of talents and sudden financial crisis. Therefore, in order
to become an effective and successful HR manager, I need to cautiously monitor the financial
challenges that may encountered by the organisation. Accordingly, I need to contribute more
significantly to mitigate these financial challenges for leading the organisation towards success.
5) Relevancy of the ideas gained from the reading

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The previous readings provided me the fruitful ideas of the general responsibilities of the
human resource managers. The current study helps me in analyzing more critically and
understanding the contribution of the HR managers to deal with the emerging challenges. The
extensive knowledge about the financial scenario and the challenges emerged from the external
forces are major concerns of the human resource managers. Therefore, it is noticed that I need to
take the support of CEO, board of directors, and TMT team for developing my expertise as an
HR for the better performance in the future.

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HUMAN RESOURCE MANAGEMENT
References
Kramar, R., 2012. Trends in Australian human resource management: what next?. Asia Pacific
Journal of Human Resources, 50, pp.133–150.
Sheehan, C. and De Cie, H., 2012. Charting the strategic trajectory of the Australian HR
professional. Asia Pacific Journal of Human Resources, 50, pp.151–168.