The Importance and Breadth of Human Resources
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A summary of modern management thinking could include the following list of words: Ambition, commitment, community, competence, cooperation,
culture, empowerment, learning, loyalty, mission, mobilization, morale, motivation, relationships, [skill development], rewards, self-respect,
teams, training, trust, values and vision.
If one had to assign these words to their most appropriate business functions, one would have little
hesitation in placing all of them within the HR function."
This quote from Transformation Magazine describes the HR function and its importance to the organization. To describe how Auxillium West helps
to maximize the efficiency and effectiveness of this function, let us first examine the HR philosophy that underlies our vision.
The HR Philosophy
The Auxillium West vision begins with an HR philosophy as described by David Ulrich, professor of organizational development at the University
of Michigan, who is recognized for his human resource management expertise and comprehensive research.
HR has four roles in David Ulrich's model, illustrated in the diagram below:
Future/Strategic Focus
| Strategic Partner | Change Agent | ||
| Processes | People | ||
| Administrative Expert | Employee Champion |
Day-to-day/Operational focus
1. Strategic Partner
HR must ensure that its practices, processes, and policies complement the overall organizational strategy, and develop a capacity to execute
that strategy. In these times of rapid change, HR must minimize the time it takes to implement the strategy.
2. Change Agent
All organizations change. In recent years the rate of change has increased dramatically, due in part to the globalization of the economy and
enhancements in communication (e.g. the Internet). The HR role is to facilitate that change in organizations. This includes modeling change to
other departments, advocating change across the entire organization, resolving issues that arise from change, and institutionalizing change by
implementing efficient and flexible processes.
3. Administrative Expert
This is the role to which HR dedicates most of its time, and rightfully so. This role involves HR infrastructure, such as recruiting, hiring,
compensating, rewarding and disciplining, training, recordkeeping, and terminating, and any other process that involves people. HR must ensure
that these processes are efficient and optimized, which requires tracking, monitoring, and continuously improving. "You have to deliver on the
basics," says Ulrich, "because it is much easier to change when there is confidence in the infrastructure."
4. Employee Champion
This too is a traditional HR role, similar to 'employee advocate.' To be employee champions, HR must know the employees well and spend time
meeting with and listening to employees. HR must promote communication, which can include employee surveys, employee suggestion programs,
all-employee meetings, on-going communication of business status, and any other program that can make employees feel part of the team and
dedicated to customer service. This role also includes ensuring that employees who are having problems get a fair hearing.
How Auxillium West Helps to Fulfill the Four Roles
1. Strategic Partner Role
To support the Strategic Partner role, "HRSource" can provide valuable and current information needed by management in strategic planning
(e.g. workplace metrics, turnover trends, recruiting and hiring statistics, employee compensation and benefit costs and trends, employee
demographic changes, etc.).
"The Virtual HR Department" enables fast implementation of HR processes.
2. Change Agent Role
"HRSource" can provide valuable and current information to monitor the progress and impact of change.
"The HR Portal" supports the Change Agent role by providing instant communication of changes to employees, as a supplement to face-to-face
communication. The communication can be detailed or general, and updated or revised instantly and in real-time.
The web-based "SelfSource" allows employees and managers to receive and update information on a real-time basis.
By implementing some or all of these software tools, HR demonstrates its commitment to change and process improvement and is a role-model to
the rest of the organization.
3. Administrative Expert Role
Most HR time is dedicated to the Administrative role. Auxillium West has software products that can improve the efficiency of Administrative
processes.
"HRSource" is a complete HRIS system that can significantly reduce administrative burdens by optimizing data-related processes such as
applicant tracking, government reporting, and management reporting.
"The HR Portal" provides instant information to others in the organization, thereby minimizing processing time. For example, it can reduce the
number of phone calls and paper transactions.
"SelfSource" allows employee to review and update their own personal information. This reduces the time HR spends doing data-entry. By
providing to managers immediate access to key data on their employees, managers can make timely and appropriate decisions/recommendations on
employee and applicant compensation packages.
4. Employee Champion Role
For the Employee Champion role, "Online Project/Time Tracking" is ideally suited for promoting communication and understanding within an
organization.
This tool together with "HRSource, and SelfSource" increase the efficiency of those performing the HR function, allowing them more time to meet
with and get to know the employees.
"HRSource", "Online Project/Time Tracking", and "SelfSource" are all available in an integrated, seamless package called "HRnetSource".
Contact Information:
Auxillium West HR Software
Toll-Free Phone Number: 1-888-662-4937
Phone: 408-850-4975, 408-257-5054
Email: sales@auxillium.com