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HR Roles in Recognition and Consultation

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Recognition and Consultation – HR Roles 

The different specialists of the HR department have lots of things to do regarding recognition as well as bargaining for rights. Everything depends on status that the people have achieved in the HR department of the company. Widely, the different roles are defined to be facilitating in nature or to be of executive type or form a part of the advisory committee.

The role of facilitating things is the one which is quite restrictive in nature. The HR staffs here do nothing more than managing different properties of consultations. Their job is organization of various meetings as well as spread around various agendas. They actually support the various line mangers that have the titular role to play.

The people of the advisory committee, has also made the HR manager having a supporting job. Advice is provided by them on different legislative matters as well as the effect that the HR would have on various ways of action.

The lien managers usually head the meetings and go forward while conducting negotiations. The specialists from the HR department assist them. In the executive type, the management of employment relation is entrusted upon the HR department. The various managers of HR perform the leading roles like the lien managers. They take different decisions and the line mangers play second fiddle here.

In order to carry out the role of the executive, the HR managers are required to have knowledge regarding HRM as well as the way in which organization of businesses take place. They need to have negotiation skills which are of the practical type. The capacity of the HR managers has increased in the present times because of the complexities of the law.

It was seen that in earlier years, the advices coming from the HR department were extremely thoughtful and important in nature. The basis of these advices came from the good experience of these people. The different recipients would either be able to use the advices or completely ignore it by assessing it. The present day legislations have again caused the requirement of these advices.

The advices are always important and come after lot of thinking. However these advices may not be quite welcome always. In the present scenario, no managers from the HR department can consider the strategy being used to be something of concern to the management team only. This point is something quite obvious for the people in HRM. Most people in the department have a viewpoint that the role would be quite unbiased in nature. Some of the critics say that HR managers have taken a completely managerial approach to the different things. In an article, the managers were criticized, for leaving behind their beliefs of the religious type and have adopted a stance which is completely professional and do not consider the varied kinds of works being done in the companies.

The HR managers of the present times are ideal agents of the company’s bosses. In the different issues concerned with recognition of the union, there is simply no use for personnel who do not abide by this kind of viewpoint.

The different HR managers, hence is the holder of some sort of authority. The employer other than receiving advice from them, have to ensure that different employment matters are managed in such a fashion that it shows consistency and stays within the framework of the law. The actions of the managers always have to be quite consistent.

The different owners of the companies view the managers to be people who not only require the advices but also require a proper representative of them among the people, who knows the working and policies of the company in and out and can put forward the views articulately.

 

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