REACTION PAPER

The Human Resource Executive as a

Strategic Manager

I. INTRODUTION:

Both strategy and human resource are like peanut butter and
jelly. The two must be consistent with each other in order to serve the
best interest of an organization. Serving the best interest of an
organization shall mean a strengthened relationship between the
employer and employees thus the role of the human resource
executive comes to play.

Focusing on only one without the other, goals and purposes of

the said organization will remain futile and can never move forward.
Knowing human resource as the most important resource of the
company, would serve as the principal asset of the latter and strategy,
on the other hand, shall serve as the means on how to make use of
such principal asset in the best way possible, all for the benefit of the
company. To achieve this, thus we refer to the human resource
executive as a strategic manager.

II. REACTION: (Positive or Negative)

I am in line with the authors thinking wherein he considers the

human resource executive as a strategic manager. The scope of the
Human Resource Executive must not only be confined with the
organizations, workplace safety, compensation and benefits,
employee training, recruitment and selection, and employee relations,
but also, with the proper strategy to improve the operations and
internal and external flow and processes of the company. He must be
fully equipped with the appropriate strategy on how to deal with every
aspect of work.

I believe that in every department there is a strategic manager

assigned and making the Human Resource Executive as a strategic
manager will appear to be a redundancy but before a personnel could
be assigned in a specific or designated department, he must still
undergo first screening in the Human Resource Department. Thus, the
question lies, How will a Human Resource Executive know who will he
appoint or who will he assign or hire? To where will he assign such
person? In answering these queries, there is a need to know the
system in every department more. For a Human Resource Executive to
know the ABCs of a certain department or area, he must act also as a
Strategic Manager. He must be aware or be equipped with such
discernment and specialty like any other Strategic Manager in each
and every field so that he could appoint the right personnel on the job.
It may be true that some of those who are qualified on papers are not
at all as competent as they seem to be, hence, strategy as a learned
skill of a Human Resource Executive is needed to know whether such
person is really needed or is there really a need to do this or do that.
Some would maybe say that this is an obvious encroachment of duties
between other strategic managers in every department but it is not
since there is only one goal and that is for the best interest of the
company. The Human Resource Executive acting as a strategist should
help hand in hand along with the others to improve efficiency in work
and effectivity of employees.

III. RECOMMENDATION:

As strategist he must not only be familiar with his work but also
he must also be familiar and fully acquainted with the other
departments. A Human Resource Executive must serve as the corner
stone of the organization since without equipping him with the right
amount of knowledge he could not fully recommend, hire the
appropriate employees. And without strategy his duty of hiring and
recommending would be of no use since he does not know the status
of the work, degree or suitability of personnel needed in this particular
field or work. He must be the know-all man of the company thus for
him to be one, he must not limit himself to just pick anyone or to
decide outright basing solely on papers and output but also he must be
clever or keen enough to strategize. With the proper amount of
strategy he will completely help strengthen the organization even
more.

IV. CONCLUSION:

Strengthening the employer-employee relationship is the

strategic role of a human resources manager. However, there's more
than meets the eye to doing this. Human resources managers
formulate workforce strategy and determine the functional processes
necessary to meet organizational goals. Their job requires expertise as
a Human Resource generalist, which means they must be familiar with
every human resources discipline and to be familiar, a Human
Resource Executive must act also as a strategist.