Boundary Spanning Role of Human Resources Management Essay

Boundary Spanning Role of Human Resources Management - Essay Example Despite what we have termed "phantom threats," boundary spanners are able to maintain their influence through astute management of information that portrays their continued usefulness. This phase however cannot last forever, and boundary spanners need to discover new threats. A review of the development and evolution of HRM in the U.S. supports the proposed model. Because each of the three stages are reflected in the communication patterns of the boundary spanner, several propositions based on the notion of information richness and the nature of the language used in communicating with three critical groups (i.e., external contacts, management, and subordinate staff) are generated to test the model. (Cenzo, 2003) Finally, suggestions for research are made. The political perspective of human resource management (HRM) at the organizational level has been suggested, but while empirical studies have shown this political view of organizations to be a viable alternative (e.g., the influence of interest groups in HRM practices), there is still an inadequate understanding of how HRM departments are able to gain and maintain power and influence. Boundary spanning, with its function of information management, has been shown as a determinant of influence in organizations, and we suggest that this is a possible answer. While many specific boundary spanning roles have been examined, such as sales representatives, purchasing agents, boards of directors, and legal departments, the HRM function has not been systematically analyzed from this perspective. In addition, our current conceptualization is incomplete and must be supplemented by what happens after the creation of boundary spanning roles. We present a conceptual framework for the boundary spanning role that considers its evolution from the initial functional rationale for the creation of such roles, to the institutionalization of its function, to its renewed search for functional justification in order to protect and increase its power base. Boundary spanning has been extensively studied, specifically with respect to the boundary spanner's dual functions of processing environmental information for the organization and representing the firm to the external environment. The boundary spanner's role as information processor helps to protect the organization from information overload, as the boundary spanner filters, interprets, and channels relevant information to appropriate divisions of the firm. The boundary spanner's role as external representative can involve establishing and maintaining the organization's social and political legitimacy, and its public image. Indeed, we argue later in this paper and elsewhere that the increased power, influence, and reputation of the HRM function are at least partially a function of legitimizing and image-enhancing activities. Organizations create boundary spanning roles in response to environmental contingencies which are considered to be important for the firm's well-being. Mick (2005) noted that boundary spanning roles also are selected by the external environment for their contribution to the exchange of information across