HRM As A Shared Function
Why HRM is called a shared function? Human Resource Management (HRM) is often referred to as a “shared function” within organizations.
This term reflects the idea that HRM involves collaboration and interaction among various people and departments, not just the HR team alone. To understand why HRM is considered a shared function, let’s explore seven key reasons:
Collaboration Across Departments
HRM is not confined to the HR department; it requires active participation from various departments within an organization. For instance, the finance department works closely with HR to handle payroll and benefits.
The operations team may collaborate with HR to align workforce planning with business needs. This interdepartmental collaboration ensures that HRM practices are integrated into the overall organizational strategy and effectively meet the needs of different teams.
Role of Line Managers
Line managers play a crucial role in HRM. They are responsible for implementing HR policies and practices within their teams. This includes handling day-to-day employee issues, conducting performance reviews, and ensuring that team members are aligned with organizational goals.
As such, line managers share the responsibility of managing employees and contribute significantly to the success of HRM initiatives.
Strategic Partnership with Senior Management
HRM is closely linked with senior management in shaping and implementing the company’s strategic goals. Senior managers and executives collaborate with HR to develop strategies that align with the organization’s vision and objectives. This partnership ensures that HRM practices support the broader business strategy and help drive organizational success.
External HRM Partners
Organizations often work with external HRM partners such as consultants, outsourcing firms, and recruitment agencies. These external partners provide specialized services and expertise that complement the internal HR team’s efforts.
By sharing HRM responsibilities with these external entities, organizations can leverage additional resources and knowledge to enhance their HR functions.
Employee Involvement
Employees themselves are increasingly seen as active participants in HRM. With the rise of self-service HR systems, employees can manage aspects of their own HR needs, such as updating personal information or accessing training resources. This involvement empowers employees to take an active role in their HR experiences and contributes to the overall effectiveness of HRM practices.
Read More: 4 Components of HRM
Feedback and Communication
Effective HRM relies on continuous feedback and communication between HR, employees, and managers. Regular feedback helps HR understand the challenges faced by employees and managers, allowing them to adjust policies and practices accordingly.
Open lines of communication ensure that HRM practices are responsive to the needs of the organization and its workforce.
Adapting to Organizational Changes
Organizations are constantly evolving, and HRM must adapt to these changes. Whether it’s through restructuring, adopting new technologies, or entering new markets, HRM practices need to be flexible and responsive.
This requires collaboration among various HRM agents, including HR professionals, managers, and employees, to ensure that changes are managed effectively and that HRM practices remain relevant.
By understanding these reasons, we can appreciate how HRM functions as a shared responsibility and the importance of collaboration in managing human resources effectively.
Read Next: 15 Challenges in HRM & Ways To Overcome
Sujan Chaudhary is a BBA graduate. He loves to share his business knowledge with the rest of the world. While not writing, he will be found reading and exploring the world.