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Overall, comparative analysis of the embedded patterns of HR strategy formation revealed that professionalism and operational involvement do not replace mechanisms to become more strategic in HRM in a context of accounting change interventions.
This stream of research distinguishes 'strategic HRM roles' associated with the usual degree of involvement in domains of decision-making, as well as 'administrative HRM roles' associated with the degree of professionalism in executing HR policies or programs (Ulrich 1998; Truss 2008).
HR business adviser, UKTI.
HR manager, Wales Office.
HR had to be involved.
HR: Soon.
HR: This year.
HR people?
HR Manager.
HR: Yes.
For instance, professionalism was indicated by centralized sub-units responsible for core HR systems, e.g., staffing, dual education and vocational trainings, or implementation of common HR programs, and also claimed by the HR department heads with reference to their individual professional education.
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