Reference no: EM133027923

Read the following Case study develop in-depth answers. Who do human resource professionals work for: the company or employees? Is it possible to properly represent the interests of divergent groups, and do the interests of employers and employees have to be in conflict with one another?

The recent outpouring of complaints from women about mistreatment in the work place has included numerous accounts of being ignored by human resources departments, thereby characterizing these professionals as part of the problem, not the solution. Experts point to several contributing factors. Human resources departments, although officially responsible for fielding employee complaints, also work for a company that faces potential liability, which is an inherent conflict of interest. And for some human resource professionals, conducting an investigation into harassment allegations against on top executive or star performer can be hazardous to their own careers. The result can often be that human resources personnel are more inclined to suppress allegations than to get to the bottom of them.

"It can be very lonely being a human resource professional in an organization," said Carol Gordon, who spent three decades as a human relations officer in the banking industry and now runs a consulting firm. "It can be very isolating and very dangerous when you get into politics and harassment situations in the workplace. You need to have a strong sense of self to have the wherewithal to run this kind of work."

Yet others will argue that the human resources department is vital to an organization. It is only through effective HRM that an organization can truly bring employers and employees together in a united front that enables an organization to succeed. The areas that human resources departments are responsible for creating and helping others implement can enhance employees' experience at work while strengthening business operations. There's a good reason why management experts study firms such as 3M Canada and PepsiCo Canada, which have high worker satisfaction. These businesses are profitable in large part because of their employee engagement and the work HR professionals have done to ensure that this engagement occurs. Without strategic HRM systems, practices, and policies, a company's goals would merely be wishful thinking that is never brought to life. Ultimately, HRM is what keeps an organization productive, efficient, and thriving.

Questions:

1. How do effective HRM systems, practices, and polices enable employees and employers to work toward the same goals?

2. What can an organization do to ensure that its HR department plays a vital and effective role in its operations?

3. What type of person should go into HR? Are there certain personality types best suited to this work?