the term HR generalist have become obsolete, because HR Generalist is an individual with knowledge of all aspects of human resource management. HR Generalist have demonstrated value to their client managers by taking responsibility for many operational HR activities. The roles HR leader are changing continuously and every single day a new function or role get added, as the operational work has been redefined, automated or taken over by the external vendors.
In business units, human resource generalists have typically been deeply involved in providing services and support for their “customers and users”. The better job they do, the more tasks are expected of them. The seniors are used to having them available to talk with employees, assist in terminations, and handle the recruiting and selection, and other work.” As one HR leader indicated, “If I had twice the time, I couldn’t get everything done because there would be even more expected of me”. At the same time, management needs expert, creative consulting and leadership on human resource issues – the management of changes necessary to support the implementation of business plans.
If the HR generalist is too busy or unable to provide guidance on issues vital to business change, management rely on others or proceed on their own. So, finally, we can conclude that the roles and responsibilities of HR Generalist are differed from those in large scale organizations and those of small scale and medium term firms
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