How can we build human resources (HR) that deliver value? A systematic literature review of traditional and transformational HR roles

Abstract

Over the last two decades, human resource (HR) professionals have been practicing traditional human resource processes in their organizations. However, a good number of HR professionals are struggling to implement a strategic impact on their businesses. They are laboring to shift from old-fashioned traditional HR practices to transformational processes. This research paper aims to determine the traditional and transformational roles of HR that deliver value to the business when we bridge the gap between them. This study conducts a systematic literature review of articles and books. The study primarily analyzed secondary data, including the previous data derived from prior research studies that the researcher extensively reviewed to understand the traditional and transformational HR roles. This study shows that for HR to deliver business value, the core functions of HR need to integrate and align with the transformational roles of HR, which include HR leadership, HR business partner (HRBP), employee champion, and change agent. Here, a conceptual framework of traditional and transformational HR roles is presented, explaining the linkage between them that build successful HR professionals. The study contributes to the development of the literature on HR.

Does empowerment work? The role of education in service quality

“…Future researchers could employ a similar methodology for larger enterprises with frequent training provided to respective personnel. The effect of leadership styles (Ali et al., 2023; Ismail & Hilal, 2023; Singh et al., 2023; Zaidi & Jamshed, 2023), emotional intelligence (Saha et al., 2023), and training (Azam, 2023; Mahmood et al., 2023) could also be incorporated for analysis purposes. The proposed model could be appraised in different countries or cultures (Kroumova & Mittal, 2023) to determine the outcome generalizability.…”

The workforce revolution: Reimagining work, workers, and workplaces for the future

“…Next, Azam (2023) reviewed the literature to comprehend the traditional and transformational roles of human resources that contribute value. By systematically reviewing 41 studies, the review revealed that for human resources to deliver value, the core functions of human resources such as employee recruitment and selection, training, performance management, and compensation and benefits must integrate and align with its transformational roles involving business partnering, leadership, employee advocacy, and change agency, which, in turn, should foster successful human resource professionals.…”

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“…However, attention to the organization's regular HR activities, such as maintaining compensation system, recording employee information and processing payrolls, is sparse. The discretionary and transactional HR practices proposed by Gavino et al (2012) address this lack of attention (Azam, 2023). Following the same way of categorization, we propose that the two HR typestransactional and discretionary HR practicesexert different influences on employee motivations.…”

“…The discretionary and transactional HR practices proposed by Gavino et al . (2012) address this lack of attention (Azam, 2023). Following the same way of categorization, we propose that the two HR types – transactional and discretionary HR practices – exert different influences on employee motivations.…”