The Role of HR in Developing HR-Mindedness 

The Role of HR in Developing HR-Mindedness 

Topic 1 DQ 1: Society for Human Resource Management

Human resource (HR) professionals face issues that require creative interventions in everyday practice. Their ability to solve such problems depends on their knowledge and understanding of workplace issues, structures, and policies. They also need to be conversant with changes occurring in the profession over time. Being in such a position obliges HR professionals to belong to a community of like-minded people such as the Society for Human Resource Management (SHRM).


SHMR plays a vital role in guiding HR professionals and enabling them to work effectively and efficiently. It is the membership association for HR professionals, focusing on creating a better workplace where employers and employees succeed together (SHRM, n.d.). Through SHRM, HR professionals can associate with fellow professionals and get more insight into what the profession entails. SHRM provides a platform where HR professionals are better informed on today’s practice issues. Furthermore, SHRM promotes the HR profession to ensure more recognition. Efforts to achieve this goal include networking and advocacy (Stewart & Brown, 2020). Overall, such activities create empowered HR professionals prepared to work as their roles and responsibilities stipulate.

SHRM also assists HR professionals and supports leadership diversely. For instance, enabling HR professionals to understand the dynamics of the evolving workplace puts them in a better position to handle current HR-related issues. Understanding workplace issues and how the profession evolves enable HR professionals to practice ethically and professionally (Sims & Bis, 2019). HR professionals become better leaders by networking, advocacy, and lobbying for their needs. Improved knowledge, creating workplaces that cultivate healthy employer-employee relationships, and maximizing human potential create natural leaders and empower the current leadership. Above all, it is the foundation for leadership to lead diverse groups and adapt effectively to the ever-evolving workplace.

Like other professionals, HR professionals should belong to a community of like-minded individuals. SHRM provides such a platform through membership. Its goal is to promote the HR practice and build a world of work-friendly organizations for all people. Healthy workplaces with minimal issues can be achieved through SHRM.

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SHRM. (n.d.). About SHRM.

Sims, R. R., & Bias, S. K. (2019). Human resources management issues, challenges and trends:” Now and around the corner”. IAP.

Stewart, G. L., & Brown, K. G. (2020). Human resource management: Linking strategy to practice. John Wiley & Sons, Inc.


Topic 1 DQ 2: HRM as a Strategic Partner

Human resource management (HRM) is among the critical organizational components for employee growth and development. It is crucial to ensure that employees are empowered to work in their respective positions besides ensuring they possess the right skills. The status of HRM in an organization can accurately depict whether it is employee-centered or HRM focuses on other aspects.

Several elements provide a HRM perspective focusing on the employees in my organization. The first element is employee motivation. Afolabi et al. (2018) posited that employee motivation improves satisfaction and focus on the assigned roles: it can be intrinsic or extrinsic. Rewards, a healthy working environment, and employees’ recognition and inclusion in decision-making are typical motivation strategies focusing on employees. My organization prioritizes a healthy workplace, achieved by implementing policies to prevent and report workplace incivility and other issues that affect health care providers’ health, well-being, and attitude towards their everyday work. The other element is employee empowerment. The leading indicator is in-service training programs to ensure that employees can use emerging technologies effectively.

Some elements provide a more strategic HRM focusing on the whole organization. A suitable example is strategic planning. Esfahani et al. (2018) described strategic planning in health practice as envisioning where the organization will be in the future and setting goals and objectives to achieve the same. Such goals guide everyday planning to ensure efficient use of human and financial resources. The organization is keen on the value of the human resource (HR) department and recognizes it as a strategic partner. The HR department is among the widely consulted when developing strategic plans.

Health care organizations cannot thrive without prudent and efficient use of resources. Accordingly, HRM must be given the priority it deserves. The focus can be on the employees or the entire organization. In any case, the primary objective is to ensure that everyone is empowered to achieve the desired goals and the organization is characterized by progressive growth.


Afolabi, A., Fernando, S., & Bottiglieri, T. (2018). The effect of organisational factors in motivating healthcare employees: A systematic review. British Journal of Healthcare Management24(12), 603-610.

Esfahani, P., Mosadeghrad, A. M., & Akbarisari, A. (2018). The success of strategic planning in health care organizations of Iran. International journal of health care quality assurance. 31(6), 563-574.


This is for discussion questions. There are two discussion questions. Each discussion question must have at least 250 words and two references. Thank you.

Topic 1: The Role of HR In Developing HR-Mindedness

1. Define how the Society for Human Resources Management (SHRM) trends have supported the evolution of HR practices in organizations today.
2. Identify the human resources management (HRM) role as a strategic partner in an organization.

Topic 1 DQ 1
Conduct research on the Society for Human Resource Management (SHRM). What is the role of this organization and its purpose as it relates to the guidance it provides to human resource (HR) professionals? Explain how SHRM assists HR professionals effectively and efficiently complete their tasks/duties and support leadership within the organization.

Topic 1 DQ 2
Reflect on the status of human resource management in your current position or organization. What elements can you identify that provide a human resource management perspective that focuses on the employees within the organization? What elements can you identify that provide a more strategic human resource management focus on the whole of the organization? Describe, if possible, how your company accepts the HR department as a strategic partner.

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