Integrating HR Functions with Management Functions

Managing people was a line management responsibility long before HR staff functions are created. Managers generally acknowledge responsibility for managing their people. Yet human resource staffs have taken on more and more functions in support of managers over the decades, including employee relations, sourcing and screening talent, handling performance problems including terminations, and career development.
With increased support, it often come a sense of ownership of functions, with managers and employees as customers. This perception has made the HR functions separated from the businesses. HR staffs should be considered partners in serving those people who bring revenues into the company. Accordingly, a primary emphasis of the function should be to work with managers to build and implement effective processes for staffing, learning, performance and rewards, employee relations, and achieving needed organizational change. In many companies, people management processes are being similarly redesigned to match the new flexible, horizontal, organization paradigm. The emerging changes represent integration of the human resource function with the business through improved alignment of practices with needs.
The process of integrating HR Functions with Management Functions including: redesigning Human Resource Processes, analyzing Performance and Rewards, staffing, training and development, managing organizational changes, and employee relations.