The effect of human resources department roles on human resources management perception and moderator role of organizational structure in this process

In this study, how the roles of the human resources department (strategic partner, change agent, employee champion and administrative expert) are perceived by the managers, the impact of these roles on managers' perception of human resources management and the moderator role of the perceived organizational structure in this process are investigated. In this context, firstly the concept of organizational structure is discussed, then the human resources roles are examined in detail and finally the contribution of HR is described mainly. The final part of the study includes a research conducted in large scale companies with over 250 employees operating in Istanbul and Kocaeli provinces. The research was conducted on 433 managers and the data were analyzed using Pearson correlation analysis, multiple linear regression analysis, one-way analysis of variance (ANOVA) and independent groups t-tests. Besides, descriptive statistical analysis such as frequency and percentage distributions, arithmetic mean and standard deviation were also used. According to the research results, it is determined that role of strategic partner, employee champion and administrative expert affect human resources contribution perception of managers whereas change agent role does not. In addition, it has been found that in the analysis made according to the organizational structure, the strategic partner and employee champion roles in organizations where organization structure is perceived organically and the change agent and administrative expert roles in organizations where organizational structure is perceived mechanically affect HR contribution perception of managers. It has been also determined that the perceived organizational structure has no moderating role between human resource roles and HR contribution. As a result of the research, it has been seen that the perception of human resources roles and HR contribution perception differ between human resources and line managers. In addition, it has been reached the conclusion that the perception of human resource roles and HR contribution perception differs according to the management level of the managers as well. Keywords: Human Resources Roles, Organizational Structure, Human Resources Contribution, Strategic Partner