Compare the operational and strategic roles of the HR professional in sustaining a legally compliant work environment. Address the following areas:
- Employee advocate
- Reducing costs and risks
- Role in legal proceedings
- Providing functional services
- Developing a competitive advantage through talent and knowledge management
- Aligning HR and HR related programs to support the organization's mission and goals
The differences in the operational and strategic roles of the HR professional are similar to other professionals: it is the division between actually doing the work compared to thinking about the work. The one aspect feeds upon the other, and it is the knowledge and experience derived from actually doing the functional tasks that enables the HR professional the ability to perform strategic duties. Designing strategy involves developing a detailed, systematic plan of action. The plan of action needs to follow a particular path, with an end goal in mind. In the case of business it is a set of competitive moves that are designed to allow the company to succeed and profit in their industry. The HR professional must have a continual focus throughout their entire work day of the operational tasks that must be completed while storing information and making plans in relation to the corporate strategy. The two roles of the HR professional do not exist in a vacuum but rather overlap one another and feed upon each other to help develop a bigger, stronger, clearer picture and help steer the company towards success.
As an employee advocate the HR professional needs to have a clear sense of the interests and preferences of the employee and aligning these ...
This solution compares the operational and strategic roles of the HR professional in sustaining a legally compliant work environment. It addresses the operational role as employee advocate, the role in reducing costs and risks, in legal proceedings, providing functional services. It discusses the strategic role of developing a competitive advantage through talent and knowledge management and aligning HR and HR related programs to support organization's mission and goals. It includes examples to illustrate the points. This solution is 772 words.