Reference no: EM131448768

Preparation

Read and select two articles from the Resources: One article from the HR as Change Agent list and one article from the HR as Internal Consultant list to complete this assessment.

Assessment Requirements

Write a 3-4-page analysis of HR professionals functioning as change agents and supporting organizations as internal consultants. Include the following:

• Define the role and function of HR as a change agent and as an internal consultant.
• Explain how each HR role complements each other.
• Relate how each HR role supports a global organization's strategy. Consider recruitment, retention, total rewards, performance management, employment law, and how these functions may differ between industries and countries.
• Examine cultural, ethical, and legal considerations for each role in supporting strategic HRM.

Your analysis should be written coherently to support a central idea, in appropriate APA format, with correct grammar, usage, and mechanics as expected of a business professional.

Additional Requirements

• References: Support your analysis with at least two Capella University Library articles from the Resources. You must use proper APA style to list your references.
  
• HR as Change Agent
• Boldizzoni, D., & Quaratino, L. (2011).The role of human resource manager: Change agent vs. business partner? Research into HRM in Italy.EBS Review, (28), 41-52.
• Enescu, C., & Popescu, D. M. (2012, July).Executive coaching - Instrument for implementing organizational change.Review of International Comparative Management / Revista De Management Comparat International, 13(3), 378-386.
• Naudé, M., Dickie, C., & Butler, B. (2012).Global economic crisis: Employee responses and practical implications for organizations.Organization Development Journal, 30(4), 9-24.
• Rees, C. J., & Johari, H. (2010).Senior managers' perceptions of the HRM function during times of strategic organizational change.Journal of Organizational Change Management, 23(5), 517-536.

HR as Internal Consultant

• Long, C. S., Ismail, W. K. W., & Amin, S. M. (2011).Internal consultation skill and linkage with the critical strategic roles of HR practitioners in Malaysia.The Journal of Management Development, 30(2), 160-174.
• Long, C. S., & Ismail, W. K. W. (2012).The HR specialist as an agent of change: Skills that open up a place at the company's top table.Human Resource Management International Digest, 20(2), 24-28.
• Enescu, C., & Popescu, D. M. (2012, July).Executive coaching - Instrument for implementing organizational change.Review of International Comparative Management / Revista De Management Comparat International, 13(3), 378-386.
• Vosburgh, R. M. (2007).The evolution of HR: Developing HR as an internal consulting organization.Human Resource Planning, 30(3), 11-23.
• Wright, C. (2008).Reinventing human resource management: Business partners, internal consultants and the limits to professionalization.Human Relations, 61(8), 1063-1086.
• Length: The body of the analysis must be 3-4 pages, not including the references list.
• Written communication: Demonstrate graduate-level writing skills through accurate communication of thoughts that convey the overall goals of the analysis and do not detract from the message.
• Formatting: Use APA formatting, including correct in-text citations, proper punctuation, double-spacing throughout, proper headings and subheadings, no extra line spaces before headings and subheadings, proper paragraph and block indentation, no bolding, one-inch margins all around, and no bullets.
• Font and font size:Times New Roman, 12 point.