Roles and functions of personnel services and ways to improve their value to organizationsRole of personnel servicesThe HR model of the four perspectives of HRM designed by Ulrich helps to clarify the role of personnel services (University of Sunderland 2004, p. 75).Strategic partnerAs a strategic partner, the HR department creates an appropriate organizational architecture with the aim of achieving a fit between factors such as culture and work processes and the strategic objectives of the organization. The emphasis is on results orientation and performance improvement (University of Sunderland 2004, pp. 75, 78). Administrative ExpertThe role of the administrative expert includes professional practice, that is, typical HR activities such as recruitment and training (University of Sunderland 2004, p. 75). ).Employee ChampionAs an Employee Champion, the personnel department manages the contribution of the organization's personnel. This means that the HR department strives to encourage higher engagement and full contribution from employees. This can be achieved by acting as a partner, which means listening carefully and responding to employees and their needs, providing appropriate training activities and monitoring staff morale (University of Sunderland 2004, pp. 75, 79). This role includes change management. This means that the personnel department encourages and initiates change in the organizational culture in order to create a more appropriate culture and organization to be able to achieve organizational goals such as business change, consistent employee engagement, new behaviors and competitiveness (University of Sunderland 2004, pp. 75, 79). Role assessment From the role description mentioned above, this becomes a cl...... middle of paper ...... the quality of HR services could be improved through outsourcing, which is an important step towards strategic HR augmentation. value. The customers of the HR department are the employees and managers of the company (University of Sunderland 2004, p. 84). Therefore, a good relationship between HR and its customers is a good starting point for improving HR value. Creating a positive relationship involves taking into account the needs of individuals when developing policies. Instead, the HR department should provide a basic framework that leaves space for its clients instead of imposing their policies and procedures on them, which could lead to resistance and process failures. With this in mind, the strategic value of the Personnel Department could be enhanced.ReferencesUniversity of Sunderland 2004, Strategic Human Resource Management, University of Sunderland.