Describe your thoughts and experiences on the three main roles of human resources (strategic, operational, and administrative).

10-1 Discussion: A Minimum of two paragraphs for the discussion and one paragraph for each peer review.
Reflect on your experience in the program, including the
final project you just completed. Discuss any obstacles you overcame to
complete the program. What was most difficult? What are you most proud of?
Describe your thoughts and experiences on the three main roles of human resources (strategic,
operational, and administrative).
What challenges have you encountered (if you
currently work or have previously worked in human resources), or what
challenges do you imagine may arise when you do work in this career field?

Refer to the Capstone Discussion Rubric for
directions on completing this discussion.
Rubrics

Peer Review One:
Liza
Bird
I chose to focus on diversity,
equity, and inclusion strategies for the company Patagonia. My research
revealed that Patagonia is a highly ethical company in many ways, but they
still need to expand their DEI efforts and develop a more DEI centered business
culture. Completing this project was a challenging experience, but I am proud
of having made it to the finish line. Probably the most challenging aspects
related to data analysis and return on investment. Through this project, I
gained more knowledge of issues and strategies related to DEI that I believe
will benefit me as I try to transition into the HR field. Certainly, in such a globalized,
interconnected world, every company is going to have to continuously examine
their approach to diversity and inclusion in the workplace, and to understand
that it is an essential component of a successful organization.
In a strategic role it is
important for the HR department to form an alliance with executives and key
leaders to implement initiatives that are essential to the well-being of
employees and stakeholders, as well as beneficial to the overall success of the
company. Additionally, strategic HR leaders must cultivate organizations that
are ethical and promote trust and transparency—if employees do not trust their
leaders, morale, productivity, and employee retention will plummet. It is
essential for employees and stakeholders to believe that their efforts, ideas,
and contributions are valued. Another key role of a strategic HR leader is to
implement leadership training that emphasizes coaching and an egalitarian
approach to leadership. In my opinion, the companies that embrace this
progressive approach to leadership and organizational culture will be the most
successful in the future.
The administrative role of HR
leaders includes staying up to date and compliant with employment laws,
benefits, and data security, to name a few. In an ever- changing global
business environment, it is essential for HR to be knowledgeable about
employment laws and to ensure that employees know their rights. Many companies
are utilizing technology for administrative work, and more and more companies
are utilizing sophisticated HRIS systems for administering benefits, payroll,
etc. It is vital that HR professionals receive proper training on the
technology; also, if there is a self-portal feature, employees need to receive
training on utilizing the self-portal. Mastering continually evolving
technology, is a challenge that I will likely encounter in a future position in
HR management. Also, data security is a challenge that is ongoing due to the
ever-changing nature of technology.
Some of the operational aspects
of strategic HR include talent management, worker’s compensation, employee
engagement programs, coaching, cross-cultural training, and many more. I think
one of the biggest challenges for HR leaders is to develop strong and effective
communication skills that they can use in interactions with employees at every
level of the organization. Strong communication also aligns with cultivating
trust and transparency in one’s organization.
I appreciate having so many
enthusiastic and supportive classmates throughout this program. Wishing
everyone all the best!

Peer Review Two:
Jo
Archer
Reflection
My experience in the
program has been enlightening and motivational. Reflecting on my experience
throughout this capstone course and the entire Human Resource Management (HRM)
program, I can see that I have grown in many aspects. The capstone project has
allowed me to see how everything I have learned throughout the HRM program
works collectively to help organizations and stakeholders achieve their
objectives. Surprisingly, the capstone project showed me my human resource (HR)
strengths and challenges that I need to leverage and work on overcoming. One
strength is that my ability to use system thinking when making HR decisions
helped me access possible risks to implementation and strategy recommendations.
The capstone project also
revealed my passion for helping all stakeholders achieve success through
innovation and collaboration. One challenge revealed during the capstone
project was my fear of making mistakes or recommending the wrong solution.
However, I am proud of my commitment to self-development, leading by example
for my son, and overcoming my self-doubt. Additionally, I have learned to
adjust and modify projects to successfully implement change using risk
management skills and project assessment tools. The capstone project also
revealed that even though I do not know all the answers, I have the tools and
skills to collaborate and learn to implement change successfully.
Overall, my
capstone project and HRM program experience have been life-altering. It has
taught me personal and professional skills that I will use throughout the rest
of my life. The HRM program has taught me how to be a strategic HR leader. It
has provided me with innovative problem-solving skills, evidence-based
performance management, data-driven decision-making, strategic management
proficiencies, empathy, and ethics I need to succeed in my current position as
a Director of HR and future positions.
Roles of HR
My experience as an HR
professional has allowed me to witness the evolution of HR from primarily
utilized as administrative and operational roles into a more strategic role.
Previously HR professionals managed the functional HR activities and served as
champions for the employees in an operational role. Administratively HR
professionals manage the recordkeeping, process administration, and compliance
efforts. Utilizing HR professionals for operations and administrative roles
only resulted in staff viewing them as a company’s hall monitor. HR
professionals should not be used by management as the bad guys. HR roles have
evolved and become more strategical. Leadership embracing HR’s strategical
roles of aligning business policies, procedures, assets, and objectives with
company mission, vision, values, and culture allow organizations to gain a
competitive advantage, mitigate risks, and boost business performance.
The significant
challenges that I still experience are engaging staff, attracting and retaining
quality talent, embracing change, and assisting leadership with making business
decisions regarding staff requirements. One challenge HR managers and directors
need to overcome is managers and executives that focus too much on financial
returns without thoroughly assessing how their decisions will affect all
aspects of the organization. One strategy to advising management is having a
system thinking and an open mind. I am eager to utilize what I have learned
throughout the HR Management Program.
I wish everyone the best
in their future endeavors!

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