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HR roles : the state-of-the-art and challenges

Karasek Aneta

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

2020

z. 149

315--325

Purpose: The aim of this paper is to identify roles played by HR departments in Polish innovative enterprises. Design/methodology/approach: A critical analysis of literature, research results and reports analysis helped to achieve the aim. In order to identify the tasks performed by HR departments, D. Ulrich’s model was employed. Findings: The roles most commonly performed by the HR departments of the analysed enterprises were those of administrative expert and employee champion. The roles of strategic partner and change agent were somewhat less commonly undertaken. Moreover, HR departments most commonly undertake activities aimed at creating a good working atmosphere, analysing employees’ competences and allowing them to develop, as well as quick and efficient processing employee matters. Digital transformation results in a change of expectations towards HR departments. The challenges faced by HR departments will revolve around the implementation of IT solutions in enterprises, improving the efficiency of employee management, and coping with the expectations of future employees from generation Y and Z. Practical implications: The HR department should perform new tasks within its roles. Given the simultaneous benefits and concerns related to digital transformation, it will fall to HR departments to assume the role of change agent by ensuring their organisations’ capacity for change, as well as administrative expert responsible for reengineering organisational processes. Originality/value: The tasks and roles played by HR department in innovative enterprises were identified. By analysing trends on the market, it was concluded that the HR departments are facing challenges.

Polityka personalna w skali gminy - jak HR może wspierać zarządzanie miastem

Weber E., Olbrycht-Banach A.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

2016

z. 92

395--406

Artykuł wskazuje na znaczenie polityki personalnej w wspieraniu zarządzania jednostkami samorządu terytorialnego. Analiza zarządzania zasobami ludzkimi w administracji wskazuje, iż nowoczesne narzędzia z tej dziedziny, wypracowane w nauce oraz praktykowane w sektorze prywatnym, stają się niezbędne w sektorze publicznym. Nakreślanie przez zarządzających jednostkami samorządu terytorialnego celów strategicznych wpływających na rozwój województw, powiatów i gmin wymaga pozyskiwania i utrzymania pracowników o wysokiej wiedzy specjalistycznej, szerokich kompetencjach miękkich oraz postawach wspierających osiąganie stawianych celów.

The article points to the meaning of personnel policy in supporting local government units management. The analysis of HR management in administration points to the fact that the latest solutions from this field developed in theory and practiced in the private sector become essential in the public sector. Defining strategic goals that will influence the development of voivodeships, poviats and municipalites by the authorities of local government units requires recruiting and retaining employees with high expertise, broad soft skills and attitudes encouraging achieving set targets.