Defender, Disturber or Driver? The ideal-typical professional identities of HR practitioners

Abstract

PurposeThis study aims to contribute knowledge about different professional identities represented among HR practitioners from Weber's “ideal types” framework.Design/methodology/approachThe paper is based on semi-structured interviews with 34 Swedish HR practitioners working in large public and private organisations.FindingsThe findings reveal that HR practitioners' identity is perceived as indistinct, unclear and shattered, which leaves lots of room for interpreting HR identity. Based on a thematic content analysis, three different ideal-type identities are presented, each representing the characteristic traits of an HR identity type. These are the Defender who always supports the managers, the Disturber who questions the managers in favour of the employees and the Driver who focuses on the economic expansion of the organisation.Research limitations/implicationsOne of the potential constraints of this study is the authors’ reliance on interview data. This finding implies that future research can employ mixed methods or observational techniques to bridge the gap between narrated responsibilities and real-time actions. The data source, predominantly from larger organisations, presents another limitation. This raises a significant research implication: there is a need to study identity formation among HR practitioners in smaller organisations. The theoretical framework this study contributes can aid in comprehending HR practitioners' identities and their corresponding actions. Continued research might explore the significance of these ideal-type identities.Practical implicationsThe model presented provides a new way of understanding HR practitioners' complex and shattered professional identity and the various stakeholders that direct different expectations towards them. This knowledge can be used both in HR education and in HR work as a basis for discussing the social work environment of HR practitioners and negotiating their work and identity.Originality/valueThe study contributes knowledge of the professional identities of HR managers, an under-researched area, especially when it comes to empirical research about the HR practitioners' own experiences of their everyday work and view of the HR profession.

What HR Issues and Challenges are Addressed by Contemporary HR Professionals and Line Managers? A Survey Evidence from the Czech Republic

“…They confirmed that HR professionals need efficient analytical and other problem-solving skills to be effective business partners. The specific roles of HR professionals in businesses were examined by Ferm et al (2023) who interviewed 34 HR professionals from large private and public organizations in Sweden. The most common roles of interviewed HR professionals were related to the support of activities of line managers, the promotion of interests of employees, and the enhancement of organizational performance.…”

“…HR professionals organized in HR departments usually operate in medium and large businesses employing hundreds and thousands of employees (Nguyen et al, 2019). In such businesses, HR professionals are involved in such HR activities as planning, recruiting, hiring, onboarding, rewarding, training, and offboarding (Ferm et al, 2023). HR professionals ensure these HR activities mainly administratively and methodically while cooperating with line managers responsible for their day-to-day performance (Bainbridge, 2015).…”