January 15th, 2011 
jvremec
Development in the Role of Human Resources Leadership
Author: David Shoemaker
In order to be recognized as a successful HR leader, there are three roles you must manage. The first is the ability to implement organizational strategy. The second is controlling the strategic planning process by sorting through the positive and negative outcomes associated with making a decision. Lastly, one must manage the formulation of a strategy to protect against the negative effects caused by unexpected outcomes.
Human resources leadership as a theory has been changing and reinventing itself over the past 30 years. HR started as a very conformed and structured area of business and has developed into a strategic and open-ended one. In circumstances of constant change, it is crucial to understand what HR leadership means right now, at this very minute, and what it means to be a successful HR leader today. Being a good strategist and leader are the first steps toward becoming a role model of human resources leadership.
These days we hear a lot about the concept of human resources leadership and many are unsure what it actually entails. In order to understand how HR has developed, we will take a look back through the history books. During the 1970s, the job of an HR leader was to act like a police officer and make sure the managers did not make illegal or discriminatory decisions. This was in response to the equal-employment opportunity legislation of the 1960s. It was during the 1970s that the Supreme Court was deciding what was legal within the employment context, especially with regard to employment discrimination.
Around 1980, the recession in the US forced many companies to cut back and lay off employees. Traditionally, HR had been one of the first groups to get downsized. HR leaders were forced to decide what role they should be playing and what changes had to be made in order to ensure that next time a downsizing came along that they would not be the first ones cut off. Their job role had to be viewed by others as important and necessary to the running of a business. Therefore, the idea of strategy in HR was developed and put into action. Originally, strategic HR was heavily based on functionality. Every role and job related to HR had to somehow work into the overall strategy of the business model.
Once 1990 came along, another recession occurred which led to yet another rethinking of the role of HR. Dave Aldrich wrote two books entitled Organizational Capability and Human Resource Champions. These books became models that would redirect HR thinking during the 1990s. Within these examples was the idea of a strategic partner; this meant that HR should partner with business leaders to help the company develop its strategy. Additionally, Aldrich recommended restructuring HR to make it more effective and efficient through the three-legged-stool concept. The first leg was the HR manager out working with the businesses in the field. The second leg was the corporate centers for excellence, which consisted of the training function, the staffing function etc., located largely in the corporate headquarters. The third leg was the transactional aspect of the employee relations, and the handling of day-to-day transactions that take place within HR.
Another global recession and rethinking of the role of HR occurred during the beginning of the 21st century. During this time, the three roles of HR leaders were determined: implementer, controller, and manager. From this point on, future HR leaders will learn what it takes to be an ultimate director in the field by completing a human resources certificate training.
Article Source: http://www.articlesbase.com/education-articles/development-in-the-role-of-human-resources-leadership-3878042.html
About the Author
David Shoemaker is Vice President of Learning Solutions and Innovation at eCornell. For more information on human resources certificate, human resources leadership, or eCornell, please visit http://www.eCornell.com
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what is the reputation of MS human resource & organizationl development program at eastern michigan university
poop my pants…
Difference between Human Resources Development and Training and Development?
I am considering applying for a distance learning Masters degree in one of these two Training & Development or Human Resources Development.
I would like to know the difference between these two and what kind of careers or job titles does each help the student get upon finishing his degree.
Names of universities providing similar programs accredited by the US department of Education would be highly appreciated.
Thanks in advance.
Human Resources Development and T&D is basically the same thing. Right now I am getting a degree in HRD with a minor in T&D. HRD includes more laws and T&D includes more facilitation and education classes.
They are basically the same thing.
Master’s of Human Resources Development?
Currently I have a MA in HRD “Human Resources Development. The job market for HR Managers/Directors seems very limited.
I am considering enrolling in a MBA program to enhance my current graduate degree.
What do you think or any recommendation on better chance for employment with current MA?
i have the same degree, only mine is an MS. my advice would be to go sit for your PHR or SPHR through SHRM. i find companies place more weight on a professional certification than an advanced degree. good luck.
Deciding between a Master’s in Human Resources Management or Development?
I have tried to look at the differences between the two programs, and while I understand the fundamentals, I don’t really know which one is more attractive to future employers. My goal is to work as a government employee in the HR field. Most of the job openings I see are for HR supervisor or something similar. Which Master’s degree would be best for this?
Management will get you in the position to oversee others. Development will get you to where the actual meat of HR is, social programs. If you are so inclined and have developmental forward moving ideas you might be better off as program developer. If you wish to direct others with their ideas and maybe you have some say then become a manager. It depends on whether you want to lead or follow. A Masters allows you better choices but you still have the responsibility to yourself to pick the right area that interests you most,something you might like to do for the next 20 years. Don’t base your decision on which Masters to get. Instead focus on what you really want to do and then line up your education appropriately and you will know which Masters you will need.
Masters in Student Affairs or Organizational Devp.and Human Resources?
A year ago I started applying to master’s programs in student affairs in higher education. After some acceptions and some rejections, I ended up having to put it off until this spring. Now with the economy, I’m trying to figure out what to do. I have been reading that colleges are cutting funding and not hiring new people. I’ll be amassing a good amount of debt for this degree, and the pay in the field is not very high. Would I be better off to try and get an Med in Organizational Development and Human Resources (my undergrad school has this program). For those of you in student affairs, what would you do? How is the future for this field (especially career counseling and academic advising.)? There is probably more opportunity in human resources. Also, should I go to a school where having an assistantship doesn’t cover tuition?
You will find more job opportunities with the human resources degree because in addition to colleges you can apply for work in other fields.
I worked in college administration for years and it is my opinion that some drastic cutbacks are in the works, so colleges and universities are unlikely to be doing as much hiring as in the recent past.
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