Taking a hotel as an example, what role does human resources managers play in an enterprise?

Reprint the following information for reference

Human resources professional managers play four roles

(1) Strategic partners. It means that human resource managers and departments must participate in the formulation of corporate strategies and ensure that the human resources strategies formulated by the company can be effectively implemented, which requires the work of human resource managers and departments

Must be guided by corporate strategy. Human resource managers should be responsible for defining the organizational structure system, that is, determining the supporting model for the way the enterprise operates, and clearly stating the position of human resources in driving the implementation of the organization's strategy.

This requires human resource managers to play the role of architects and provide a blueprint of the organizational structure, including a description of all components of the building and any coordinated relationships.

(2) Management expert. It means that human resource managers and departments must design and implement various human resource management systems and policies, and undertake corresponding functional management activities, such as human resource planning, recruitment, training, and performance management. In these activities, human resource managers should develop and design a human resource management system suitable for the specific conditions of the organization, demonstrate proficient business capabilities, and provide human resource management expertise to department managers

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(3) Employee motivator. It means that human resource managers and departments should build a psychological contract between employees and the company, and through the design of various incentive programs, stimulate employees' dedication and make them work more actively and proactively.

(4) Change agent. It means that human resource managers and departments should become the promoters of change and timely define, formulate and submit change plans related to performance teams, shortening the innovation cycle or implementing new technologies. Among them, cultural change

is an important challenge faced by human resources managers. When helping an organization introduce a new culture, the human resources management department or personnel must define and clarify the concept of cultural change; clarify why cultural change is core to corporate success;

Must define and evaluate the existing culture and ideal What constitutes a new culture, identifying ways to measure the gap between the two; alternatives for creating cultural change must be identified.