ram-2- ijmrss

International Journal of Management Research and Social Science (IJMRSS) ISSN 2394-6407(Print)
Volume 2, Issue 3, July – September 2015 ISSN 2394-6415(Online)
77
New Perspectives on the Role of Human Resource Professionals
S. Purushothaman#1,
Dr.E.Ilamathian*2
1
PhD Research Scholar, Social Work (HRM)
Research and Development Centre, Bharathiar University, Coimbatore - 641 046.
sripurush@gmail.com
Director, Amity Global Business School, Chennai-600086
eilamathian@gmail.com
Abstract— Human resource management and development
has been witnessing changes which have far-reaching
implications on the way people are hired, managed and
serviced. The traditional role of just sourcing personnel,
payroll management, and welfare has now been
transformed to more complex role playing in a competitive
globalized world. This paper examines the emerging roles
performed by human resource professionals in such a
dynamic environment where organizational growth is a
critical game changer.
Keywords— Emerging roles, Human resource
management, Organizational change
1. Evolving Human Resource Scenario
Human Resources Management (HRM), and Human
Resource Development (HRD) approaches has been
seizing the attention of professionals, especially in the new
millennium.
Widespread changes in business environments, employee-
management relationships, emergence of generational and
cultural diversity, have given an interesting twist to
management of human resources within organizations in
India.
This has fostered a new thinking whereby managements
are cautiously treading on sensitive issues carrying their
workers with them. Humanization of work environment in
countries like Japan, quality of work life movement in
countries like United States, and the quality circles
approach in India itself has initiated action to attain better
organizational commitment among the work force.
The human resources approach is in consistency with
these movements. Changes in business environment have
substantially affected the approach to manpower.
Technological changes are also prominent and automation
of office operations, quick communication systems,
electronic revolution, and such other new developments
have revolutionized the vital areas of business. Operational
efficiency or manpower must cope with such a
revolutionary change in the technology which has
necessitated a new approach to manpower.
Political philosophy has also undergone substantial
change not only in India, but elsewhere in the world, which
has necessitated a renewal in approach to human side of
enterprise. Globalization of business is another important
aspect of change which takes place in the business
environment of today, necessitating a human resources
approach to manpower. Gone are the days when Indian
firms operated and competed abroad, for now they have to
compete with trans nationals in India itself.
Business philosophy, skills, expertise, efficiency and
particularly global corporate citizenship philosophy
fostered by internationally successful firms necessitate
Indian firms to deliberately update their perspective to suit
the internationally emerging trends. Indian managers must
also foster a human resources philosophy to guide their
management practices in a global setting.
Large scale production, increasing effects of recession,
technical and technological developments and soon have
opened up new training needs for the people at work.
Human resources development programmes have therefore;
become the need of the hour. Government policy of
importing technology has also necessitated introducing
new facilities and avenues for training and development.
Fresh initiatives and emphasis on research and
development in the realm of industry also led to a new
policy of human resources development to cope with the
increasing demand for technically capable people.
Hence it is imperative to understand the emerging role of
human resource professionals in order to foster greater
efficiency and growth.
2. Review of Literature
Sathyanarayana (2015) attempted to analyze the
changing dimensions of human resource management in
the present era. There has been drastically change in the
dimensions of human resource management from the
personnel management to strategic human resource
management. The roles and responsibilities of human
resource managers are changing since the modern business
facing the pressures of globalization. Global staffing and
management of a workforce diverse in culture and
language skills and dispersed in different nations are the

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key goals of global human resources. Globalization, as it
has emerged in the current century, it also presented
distinctive HRM challenges to businesses. It also
evidenced that global business is characterized by the free
flow of human and financial resources. These
developments are opening up new markets in a way that
was never witnessed before. This accentuates the need to
manage HR effectively to gain competitive advantage in
the global market place.
Wai Mei & Indradevi (2014) compared the ability level
against the perceived importance of the human resource
roles in the Malaysian government linked companies. HR
professionals in the GLCs showed that there was a
difference in the ability of the HR Roles that they played to
the perceived important roles. There is a need to bridge this
gap closer so that the HR professional is not just having a
‗seat at the strategic table‘ but begin to contribute in a more
visible manner. As such, the primary role of this
relationship building is to create an employee-friendly
environment which is committed to the success of the
employee‘s well-being. It also found that the extent to
which HR is perceived as a business strategic partner is
contingent to the perceived value of this employee
advocate role within the organization. The key element is
to ensure that the employees receive a fair hearing.
Inyang & Akaegbu (2014) explored the gamut of human
resource management practices that must be entrenched in
and to reposition the public service for higher performance.
It further identified the role or responsibility and bench-
skills and knowledge of the HR professional that will
enhance optimum service delivery in the sector. This study
found that the reforms of the public service were often
structural in nature and paid little attention to the people-
factor and people-management issues. HR professionals
were not engaged to handle people as strategic resources,
rather personnel administrators who lack professional
expertise and competence were appointed to provide
transactional and administrative support in the public
service. This does not enhance strategic goal attainment
and the competitive position of the public enterprises. The
study recommended a shift in paradigm and the
engagement of HR professionals who have the expertise to
design and implement human resources management
strategies that can drive service delivery and enhance
effectiveness and efficiency.
Jain (2014) attempted to study the impact of technology
on human resource practices. This study also revealed that
the improved means of communication, technological
advancements, computer and internet have brought the
horizons closers and changed the functioning of the
business world in a great way. Various HR functions can
be effectively managed through the use of computers and
IT tools, such as, the functions of recruitment, employee
selection, employee management and workforce planning
is managed through internet, web portals, video
conferencing, and data warehouse. IT helps to train
employees, maintenance and performance evaluation,
feedback, employee turnover, tardiness and absenteeism
analysis, management and planning functions, succession
planning through internet, intranet, and employee portals
and so on.
Chambers (2013) explored the issues encountered by
international organizations and global HR management
practitioners within the existing literature. Globalization
becomes a business strategy as organizations compete for
consumers across borders. Thus, globalization becomes a
deliverable for HR practitioners to add value by
transforming and integrating HR throughout the
organization as a core business process. This study
revealed a corporation‘s growth strategy influences its
decisions regarding both mergers and decisions to into
foreign markets and compete for international market share.
However, entering into culturally diverse countries is the
first hurdle these organizations must overcome. In
summary, the research reflected that it then becomes vital
for HR practitioners to transform HR into global core
business processes that shape themselves around the local
host country practices and laws and further shares it to
accommodate the values held by that host country‘s
potential employees and customers.
Rosman et al. (2013) evaluated the role of HR
department in private healthcare sector in Pakistan and
analyzed the factors affecting the role of HR department.
Results presented that HR department plays the role of an
administrative expert in the company. The major internal
factors include workload, top management interference,
management style and organizational culture which
negatively affect motivation, performance and morale of
the employees. This study revealed that these internal
factors affect HR policies and practices and have an impact
on quality and variety of employees that can be attracted
and retained. Similarly, the external factors that have a
direct or indirect impact on HR include economic
environment, labour market condition, trade unions,
demographic trends and workforce diversity, technology
and legal regulations. It was concluded that all these
external factors create difficulties for HR department to
attract and retain the desired workforce.
Raghavi & Gopinathan (2013) revealed that human
capital is the greatest asset of any organization and the
organization makes an obvious effort in getting people with
different background, skills and abilities to work toward
the goal or purpose of the organization. Diversity of
experiences, cultures, opinions, physical attributes and
group identities are highly valued and appreciated as it
provides a richness without which the organization could
neither be faithful to its values nor successfully achieve its
goals. It has long been argued that equality of opportunity
for these diverse set of employees brings occupational
benefits and that it is in the employers‘ interest to
implement policy to promote equality of opportunity. It
was concluded that elevating the HR‘s role is for it to

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become the change agent to build an equal opportunity
culture in the organization. This study also proposed a
framework intended to depict the equal opportunity
practices yield strategic value to the organization and that
the HR plays a dynamic role in implementing it.
Abbott et al. (2013) discussed the extent to which human
under-development in South Africa and the consequent
societal problems of poverty and inequality are addressed
by the work of HR practitioners. Findings of the study
revealed that societal problems caused by human under-
development impact tremendously on the daily work of HR
practitioners. Many HR practitioners do play an employee
advocate role within the workplace but do not see this role
as extending further to any degree. This can provide HR
practitioners with the opportunity to take a lead in
integrating their workplace with the society around them
and in so doing, provide meaningful programmes to
improve the human capital value chain both within and
outside their organisations. It was concluded that the
employee advocate role will not be easy, but it could be
one of the most meaningful steps for any HR practitioner to
take.
Long (2013) examined the role of human resource (HR)
professionals as change agents and the competencies they
need to possess in order to execute this role. HR
professionals as change agents have the responsibility to
ease the effect changes in the organization and protect
employees against the side effects of the inevitable
changes. Sometimes, the change helps to introduce a
significant increase of the performance and the company
can boost the sales and production without additional costs.
This study also revealed that several vital competencies
that are reviewed in this paper including effective
relationship, value chain knowledge, gain and profit
sharing work, performance management and human
resource development skills. Based on the finding in the
study, all these competencies are expected to relate with
the role of change agent. HR professionals for their
inability to function as change agents will inevitably create
a barrier against them from becoming a well-integrated
strategic partner.
Bakuwa (2013) specifically explored the key factors that
significantly influence the performance of the employee
advocate role by HR professionals in a developing country
context – Malawi. Employees are motivated to contribute
towards the achievement of organizational objectives when
they hold the perception that management is committed to
good people management and strive to create an open and
comfortable work environment. Such an environment,
among other things, provides an opportunity for employees
to participate in meetings and discuss matters that concern
them and their workplace. It is part of the HR
professionals‘ employee advocate role to ensure that
employees‘ concerns and needs are heard and understood
by management in their respective organizations. It was
concluded that HR professionals, as employee advocates,
should therefore endeavour to create a work environment
that enhances the motivation of employees by organizing
regular staff meetings. It was suggested that the results of
this study appear to add value by providing empirical
evidence to the effect that organization of regular staff
meetings to listen to the views and concerns of employees
is fundamental to the enhancement of the HR
professionals‘ employee advocate role in developing
countries.
Quartey (2013) examined the implications of human
resource outsourcing for human resource practitioners
work behaviours in the mobile telecommunication industry
in Ghana. The assumptions of the resource-based theory
served as a lens for providing an understanding into the
implications of human resource outsourcing for human
resource practitioners work behaviours. The results from
the descriptive analysis indicated that human resource
management functions such as recruitment, employee
training, employee health and safety management and
human resource information system and activities such as
payroll administration and social security were more likely
to be outsourced. The results further showed that human
resource outsourcing activities had insignificant effect on
human resource practitioners‘ work behaviours such as job
satisfaction, organisational commitment and turnover
intentions. It was highly recommended that managements
in the mobile telecommunication industry must reduce their
overdependence on financial rewards and rather implement
job enrichment and enlargement strategies in making their
employees committed, satisfied and stay.
Singh & Raghuvanshi (2013) attempted to analyse the
changing dimensions of human resource management in
the present era right from its evolution. There has been
drastically change in the dimensions of human resource
management from the personnel management to e-human
resource management and strategic human resource
management. This study revealed that the increased
administrative burden increased the need to fulfil a rising
number of legislative needs, though the overall functional
emphasis moved from employee administration to
employee development and involvement in organization.
This study explored issues not only in the perspective of
the individual employee and their employer, but in
circumstance of the wider workplace, the labour market
and economic powers shaping the type of work,
technological improvement, employment rules and societal
trends. It was concluded that changing dimensions of
human resource management communicates all the
pertinent information to its employees.
Chouhan & Srivastava (2013) as the HR profession has
increasingly earned its seat at the strategic table and
become a business partner, the need to develop the
foundational competency has become more pronounced.
Every well-managed firm should have well defined roles
and list of competencies required to perform each role
effectively for all HR jobs. IT Industry, being a knowledge-

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based industry, a high intellectual capital lends competitive
advantage to a firm. With a global explosion in market-
opportunities in the IT sector, the shortage of manpower
both in numbers and skills is a prime challenge for HR
professionals. The related issues are varied indeed:
recruitment of world-class workforce and their retention,
compensation and career planning, technological
obsolescence and employee turnover. Therefore, many IT
companies in India are interested in knowing the present
skill level of their employees so that training can be given
to improve their performance. Competency mapping model
helps in identification of training needs for HR
professionals.
Singh & Dhawan (2013) expressed that HR professional
must play special roles in dealing with these changes and
must develop specific competencies to support these roles.
HR managers will have to accommodate employees in their
virtual work locations and find ways to manage corporate
culture, socialization and employee orientation. In order to
obtain and maintain a competent workforce, they must act
as organizational performance experts and shape
employees behaviour without face to face meetings.
Because of continuous changing socio-economic,
technological and political conditions, the human resource
managers of the future shall have to face more problems in
the management of labour. In summary, the human
resource managers of today may find themselves obsolete
in the future due to changes in environment if they do not
update themselves some of the important challenges which
might be faced by the managers in the management of
people in business and industry.
Yusoff (2012) provided preliminary information needed
to begin theoretical or framework development and to
initiate more rigorous research on HR role. Human
resource function is an important function contributing to
the well-being of the organization, HR played the role of an
administrative expert burdened with the responsibility to
look after the day-to-day operational HR but today HR is
moving towards a more strategic role whereby it plays a
main role in deciding strategies for company together with
other top level managers. The study showed that the HR
executive can operate as administrative expert and change
agent simultaneously. The study found that there is little
evidence of the HR function playing roles as employee
champions, strategic partners or change agents. This study
was concluded that the low expectations by top
management concerning the strategic contributions of the
HR function seem to have contributed to the limited
attention to people management and cultural change issues
in the integration process.
Kramar & Steane (2012) explored trends in the role of
human resources in general and the role of line managers in
managing people. The findings indicated that managers
expect HR will increasingly encompass responsibilities for
developing human capital as a strategic imperative of
business, as well as the traditional operational
executor/functional expert roles. The study indicated HRM
will continue to evolve and that HR professionals will
continue to work in partnership with senior managers,
external providers and especially with line managers. It
also revealed that in order to understand the future role of
HRM it is necessary to take into account the context of the
organization. Characteristics such as the nature of the
industry, extent of unionization, sophistication of the
existing approach to HR, local/multinational structures
emerged as important influences. It was concluded that in
large organizations the expert knowledge of HR and the
provision of this advice to line managers is most likely to
be undertaken by generalist, more junior staff, while
involvement as a strategic partner and conflict removal
about organizational strategy and direction would be
undertaken by senior executives.
Sharma (2012) identified the role of HR professionals,
organizational goals and HR systems and practices serve as
basis from which the roles of HR practitioners are going to
emerge. The roles might not be present in same proportion
in all organizations but would vary depending on the
organizational vision and objectives, sector, environment,
competition and competencies required from HR
professionals to proactively work on and provide solutions
to strategic business issues facing the organization. The
findings of the study revealed that HR need to partner with
people, set personal career goals for them after
understanding their capabilities and competencies, and
finally developing strategies to achieve them. While
individuals can be helped in managing their careers
through self-assessment, mentoring and coaching, the
organizations may implement succession oriented training
programmes through HR professionals to enable their
human capital to focus on career choices and accordingly
work towards developing a succession planning.
Zins (2012) described how negotiation theory provides a
roadmap for making an employment termination less awful
for everyone involved. It has envisioned an HR manager
driving a process that pushes employee, supervisor, senior
manager, and attorney alike past their entrenched
conclusions to the underlying data so that a better-informed
and more productive conversation can take place about the
employee‘s performance and an anticipated job action. It
has likewise described how the HR manager can
potentially get the parties past their divergent positions to
map their more nuanced interests. In addition, an employee
who perceives unfair treatment will become more
entrenched in that view if the employer snubs him in this
way. Hardened in this conclusion of unfair treatment, and
deprived of an empathetic reception within the workplace,
the employee may become likelier to pursue outside
options, such as filing an administrative charge or a lawsuit.
Ofori et al. (2012) determined the perceptions of the HR
function among professionals in Ghanaian organizations.
The results from the study revealed that respondents ranked
the recruitment of qualified personnel; training and

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development; and the retention of qualified staff as the
most important work process functions of HRM. It also
revealed that the perceived relevance of the HR function is
influenced by age, job position, being denied assistance,
and being sidelined for recognition. The findings of the
study revealed an emphasis on the recruitment and
retention of qualified personnel, training and development,
and performance appraisal as the key roles of HRM. The
factors that influence the perception of the HRM functions
include; age, job position, gender, being denied assistance,
and being sidelined for recognition by the organization. It
was suggested that it would be useful to examine the
perceptions of the HRM functions within the various
industries, or between private sector and the public sector
institutions.
Waiganjo et al. (2012) examined the extent to which
strategic human resource management influences firm
performance from various critical perspectives. Rapid
environmental changes, competition to provide innovative
products and services, changing customer and investor
demands and globalization have become the standard
backdrop for firms. Sustained competitive advantage could
be generated from a firm‘s human capital by designing
strategic human resource management to diagnose a firm‘s
strategic needs which is required to implement a
competitive strategy and achieve operational goals.
Effective human resource management strategy
systematically organizes all individual human resource
management measures to directly influence employee
attitude and behaviour in a way that leads business to
achieve its competitive strategy. Conclusively, the
contribution that SHRM may make to an organization‘s
performance and effectiveness is closely linked to the
changes in different business environment including macro
and micro contexts, thus the bundling of these practices
with the competitive strategy of the firm.
Dorel & Bradic-Martinovic (2011) expressed that the HR
management had undergone radical changes over the last
fifty years, while technological development has enabled
the transformation of many business activities. Small and
medium enterprises managed to overcome the HR
management tasks without specialized software, more or
less successfully. Large enterprises, with numerous
employees and complex structure, on the other hand are no
longer able to do that. In the conclusion it is necessary to
point out several trends that lead to further improvements.
First of all, this study expected improvement in the field of
dashboard type of view over data, so management of the
company can access accurate information when they need
it. Then, it also expected the improvement in the Intranet
and Internet interface for self-service modules, as well as
further development of e-learning, which is believed to
become very popular among younger generations.
Paphavatana & Mohiuddin (2011) carried out with
objective to provide with a holistic picture of what type of
change is taking place in terms of HR now-a-days. This
study attempted to understand the phenomena as a whole
through applying evolutionary perspective which would
provide academics and practitioners with a direction to
think when facing the complex changing perspectives. The
findings of this work suggested that the whole change
process corresponds to a variation cycle of the evolutionary
process, which should eventually move to a selection cycle.
The choice and success of these new structures and roles
are dependent on factors such as corporate strategies,
adequate knowledge or HR presence/absence of
competition and finally suggest that success factors vary
from environment to environment and this it is not possible
to come up with a set of key success factors which would
work across cultures and business environments.
Crouse et al. (2011) found that changing demographics is
resulting in labour shortages that result in more emphasis
on recruitment and retention. The findings was expressed
in a slightly different way by our participants who found
that managers were promoted quicker and needed more
coaching and mentoring. Participants noted that another
impact of changing demographics was the changing
expectations of employees. In summary, the downturn in
the economy had HRM implications in areas such as
recruiting, training budgets and redesigning of positions.
The trends are interrelated. It may be that the technology
changes will be able to assist HRM practitioners to deal
with the problems that arise from the economic downturn.
On the other hand, a downturn in the economy may result
in people working longer and more generational issues
arising.
McGurk (2011) investigated the contribution of
management and leadership development for middle
managers. Management and leadership development
played an important role in enabling strategic change
through middle managers, but that greater contextualization
is required to understand the precise nature of its effects
and its limitations. The study differentiates between the
MLD options of management development, leader
development and leadership development and hypothesises
a range of MLD outcomes across organizational types. It
was found that when the machine bureaucracy
divisionalizes, investment in line management training
makes a significant contribution to organizational stability,
while leader development is most effective in the
customer-facing divisions of the business. It was concluded
that this study also developed the academic literature by
contextualizing changes to middle management role and
explaining the contingent role of MLD in organizational
change.
Alwis (2010) attempted to find out the back ground of
the e-HR adoption in the Sri Lankan context and its impact
on the role of the HR Professionals. Findings of the study
revealed that if an organization is going to adopt this, first
of all they must evaluate employee attitudes, organizational
characteristics, culture and the way of collaborating those
with HR and IT. Also this study informed that an

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organization should identify the suitability of the select
software through cost and benefit analysis, because it
critically affects the post performance of the whole system.
The adoption of e-HR by HR professional will make a
significant change in their roles by making them strategic
partners in business. It was concluded that the critical
success factors for the implementation of e-HRM in the Sri
Lankan context in order of importance are employee
attitudes, organizational culture and characteristics,
collaboration of HRM and IT, management commitment
and individuals‘ IT skills.
Long & Ismail (2010) examined the various role of HR
such as strategic partner, change agent, administrative
expert and employee champion. This study also examined
the potential barriers that hinder the HR professional from
bring a strategic partner in an organization. The findings
showed that the roles of an administrative expert and
employee champion obtained highest score in this study.
All HR roles are tested and are significantly related to firm
performance. Furthermore, it is found that role of strategic
partner and change agent contributes most to firm
performance. This study also found that the main barrier
that hinders HR professional to pay strategic role in an
organization is they have no time to address both
administrative and strategic issues.
Abdullah (2009) examined the challenges to the effective
management of HR training and development activities in
manufacturing firms in Malaysia. The findings of the study
revealed that the challenges faced by employers and
organizations in the effective management of HR training
and development varied from concerns about the lack of
intellectual HR professional to coping with the demand for
knowledge-workers and fostering learning and
development in the workplace. As well as the major
challenge presented by the lack of HRD professionals,
HRD practitioners are currently being confronted with the
challenge of coping with the demand for knowledge-
workers, with issues relating to the hiring, training and
retention of a skilled and competent workforce. The
findings of this study implied that the process of
developing knowledge workers towards achieving
knowledge economy status is likely to be very challenging
and to take a long time to achieve unless employers can
surmount these challenges by developing and
implementing contemporarily appropriate policies and
procedures for HR management and development.
Du Plessis & Beaver (2008) examined the issues of
adjustment, culture, remuneration, contracts and
agreements in the deployment and return of nationals in
multinational organisations. There are many aspects of
managing human resources internationally that differ from
domestic human resource management. International
human resource management is much more complex than
domestic based human resource management because there
are wider issues to be aware of. Pay and conditions of
employment are too important for employees to standardise
throughout multi-national companies, because there are
many potential problems that could arise. It was concluded
that the value added by employees in overseas assignments
plays such a large part in the company‘s international
success, human resource managers should always keep this
in the forefront of their minds.
O‘Riordan (2004) examined the extent to which a more
strategic approach to HR is being implemented across the
Irish civil service and to provide guidance to departments
wishing to further progress this area. It also stressed that
developing a strategic approach to HR increases staff
motivation and commitment, which in turn leads to
enhanced productivity. The results of the study revealed
that strategic HR implies using HR policies and procedures
to help achieve business objectives. In practice, this implies
developing ‗a high-commitment – high performance
approach to the management of people. Furthermore it
showed that, career development, appraisal, training and
wok-life balance which are the most important
determinants of employee motivation and performance.
Chen & Popovich (2003) revealed that customer
relationship management is a combination of people,
processes and technology that seeks to understand a
company‘s customers. It is an integrated approach to
managing relationships is focusing on customer retention
and relationship development. This study ensured that
companies successfully implement CRM will reap the
rewards in customer loyalty and long-run profitability.
However, successful implementation is elusive to many
companies, mostly because they do not understand that
CRM requires company-wide, cross-functional, customer-
focused business process re-engineering. Although a large
portion of CRM is technology, viewing CRM as a
technology-only solution is likely to fail. Managing a
successful CRM implementation requires an integrated and
balanced approach to technology, process and people.
Kayes (2002) outlined five sociological issues facing
organizations in the global human resource development
context. The decreasing influence of institutions throughout
the world requires increased resources on learning at all
levels of organizations. This study revealed that
globalization promises to increase the spread of economic
and rationalist values such as efficiency, replication and
measurability. The emergence of global subcultures seeks
to challenge the status of globalization as a dominant
institutions organizing process. It was found that the ability
of HRD professionals to respond to these changes will rely
on their ability to adapt to these changing institutional
structures. Adaptations to changes in global organizations
include responses to the changing demographics and values
of the workforce, increase professional specialization,
better equipping of the workforce to learn independently of
formal learning programs, learning in a team environment,
greater sensitivity to diversity, and the engagement of the
workforce in developmental or long-term learning
programs.

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3. Role Diversity
The following broad category of roles, performed by
human resource professionals, has been identified based on
review of literature:
 Administrative Role: Strategic partner, Cultural
integrator in M&A, Talent management, Change agent,
Administrative expert, Diversity management.
 Employee Advocate Role: Employee development,
Gain and profit sharing strategies, Dispute resolution,
Grievance redressal, Employee welfare, Work
environment, Education &training, Career and
succession planning.
 Operational Role: Efficient decision making,
Mentoring, Counselling, Negotiator, Motivator,
Communicator.
 Strategic Role: Performance development, Strategic
planning, Downsizing, Work process redesign,
Financial accountability, HR planning.
 Contingent Role: Adoption of new technology,
Customer relationship management, Competition,
Globalization, Leadership development.
However it may be mentioned that these roles are not final
or permanent but would keep evolving and changing as the
years roll by and technology transforms the traditional
roles to virtual HRM.
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