HR Roles, Responsibilities, and Team Dynamics in Organizations

Organizational Demands on Human Resources

Organizations’ demands on human resources:

• Understand and assume the company strategy (mission, vision, values).
• Define positions within a dynamic organization.
• Recruit adequate staff.
• Facilitate job performance and compromise.
• Recognize good work and correct the bad.
• Facilitate employee engagement.

HR Management Roles

• HR Director (CPO): Strategy
• HR Managers (Specialists): Execution of HR strategy
• HR Business Partner (HRBP): Supports the Director of a Business Area in the execution of their strategic plan.

Director Function

Strategic: Define mission and vision.

Executive: Define a concrete plan, implement the plan, control achievements.

Leadership: Influence the team and make them engage with the mission, represent company values, “walk the talk”.

One HR Department for Each Motivation

• I like my salary (extrinsic): HR administration, compensation, and benefits.
• I like my job (intrinsic): HR development, performance management.
• I grow (transcendent): HR development, talent management.
• We add value (transcendent): Internal communication, company culture.
• Company: HR direction, HR strategy.

HR Manager: HR must fulfill employees’ values and expectations.

HR Director: In charge of quality leadership, they are in charge of working with directors to define business (mission, vision, values).

Leadership Styles

• Extrinsic: Transactional, personal power, interest, obligation, fear, egoism.
• Intrinsic: Transformer, glory promotion, professional, dependency, imitation.
• Transcendent: Transcendent, service, personal, shared, mission, compromise.

Management Competencies

Strategy (Business Management): Negotiation, networking, customer orientation, resources management.

Leadership (People Management): Delegation, coaching, communication.

People Roles

Resource Investigator: Uses their inquisitive nature to find ideas to bring back to the team.

Strengths: Outgoing, enthusiastic.

Weaknesses: Overly optimistic.

Not surprising: Forgets to follow up.

Team Worker: Helps the team to gel with their versatility to identify the work required and complete it on behalf of the team.

Strengths: Cooperative, diplomatic.

Weaknesses: Lacks the drive to inspire others.

Not surprising: Hesitant to make unpopular decisions.

Coordinator: Needed to focus on people’s objectives, draw out team members, and delegate.

Strengths: Mature, identifies talent, confident.

Weaknesses: Manipulative.

Not surprising: They might over-delegate.

Thinking Roles

Plant: Highly creative and good at solving problems in unconventional ways.

Strengths: Creative, imaginative.

Weaknesses: Too preoccupied and may ignore incidentals.

Not surprising: Forgetful.

Monitor Evaluator: Provides a logical eye, making impartial judgments to weigh up the team.

Strengths: Sober, strategic, discerning.

Weaknesses: Lacks the ability to inspire others.

Not surprising: Slow to come to decisions.

Specialist: Brings in-depth knowledge of a key area to the team.

Strengths: Single-minded, dedicated.

Weaknesses: Dwells on the technicalities.

Not surprising: They overload you with information.

Job Description

Responsibility and KPI: Contribution of the job to the mission, quantitative indicator to measure it.

Function: What the employee does.

Education, Knowledge, Abilities, Experiences: Area of studies, certifications, IT skills.

Competencies: Habitual behaviors that make possible the success of a person.

Personality: Qualities that make a person different.

Value: Corporate and personal, what drives the way your company and you do business and makes you great.

Action Roles

Shaper: Provides drive to ensure the team keeps moving.

Strengths: Challenging, dynamic, thrives on pressure.

Weaknesses: Can offend people’s feelings and is prone to provocation.

Not surprising: They could be aggressive and bad-humored.

Implementer: Needed to plan a workable strategy.

Strengths: Practical, reliable, efficient.

Weaknesses: Inflexible and slow to new opportunities.

Not surprising: Slow to plan for positive changes.

Completer: Used at the end of tasks to polish the work for errors, for high-quality work.

Strengths: Polishes and perfects.

Weaknesses: Worries and is reluctant to delegate.

Not surprising: Too perfectionist.