Explain how each HR role complements each other.Relate how each HR role supports a global organization’s strategy. Consider recruitment, retention, total rewards, performance management, employment law, and how these functions may differ between industries and countries.Examine cultural, ethical, and legal considerations for each role in supporting strategic HRM

PreparationRead and select two articles from the Resources: one article from the HR as Change Agent list and one article from the HR as Internal Consultant list to complete this assessment.Assessment RequirementsWrite a 3–4-page analysis of HR professionals functioning as change agents and supporting organizations as internal consultants. Include the following:Define the role and function of HR as a change agent and as an internal consultant.Explain how each HR role complements each other.Relate how each HR role supports a global organization’s strategy. Consider recruitment, retention, total rewards, performance management, employment law, and how these functions may differ between industries and countries.Examine cultural, ethical, and legal considerations for each role in supporting strategic HRM.Your analysis should be written coherently to support a central idea, in appropriate APA format, with correct grammar, usage, and mechanics as expected of a business professional.Additional RequirementsReferences:Support your analysis with at least two Capella University Library articles from the Resources. You must use proper APA style to list your references.HR as Change AgentBoldizzoni, D., & Quaratino, L. (2011).The role of human resource manager: Change agent vs. business partner? Research into HRM in Italy.EBS Review, (28), 41–52.Enescu, C., & Popescu, D. M. (2012, July).Executive coaching – Instrument for implementing organizational change.Review of International Comparative Management / Revista De Management Comparat International, 13(3), 378–386.Naudé, M., Dickie, C., & Butler, B. (2012).Global economic crisis: Employee responses and practical implications for organizations.Organization Development Journal, 30(4), 9–24.Rees, C. J., & Johari, H. (2010).Senior managers’ perceptions of the HRM function during times of strategic organizational change.Journal of Organizational Change Management, 23(5), 517–536.HR as Internal ConsultantLong, C. S., Ismail, W. K. W., & Amin, S. M. (2011).Internal consultation skill and linkage with the critical strategic roles of HR practitioners in Malaysia.The Journal of Management Development, 30(2), 160–174.Long, C. S., & Ismail, W. K. W. (2012).The HR specialist as an agent of change: Skills that open up a place at the company’s top table.Human Resource Management International Digest, 20(2), 24–28.Enescu, C., & Popescu, D. M. (2012, July).Executive coaching – Instrument for implementing organizational change.Review of International Comparative Management / Revista De Management Comparat International, 13(3), 378–386.Vosburgh, R. M. (2007).The evolution of HR: Developing HR as an internal consulting organization.Human Resource Planning, 30(3), 11–23.Wright, C. (2008).Reinventing human resource management: Business partners, internal consultants and the limits to professionalization.Human Relations, 61(8), 1063–1086.Length:The body of the analysis must be 3–4 pages, not including the references list.Written communication:Demonstrate graduate-level writing skills through accurate communication of thoughts that convey the overall goals of the analysis and do not detract from the message.Formatting:Use APA formatting, including correct in-text citations, proper punctuation, double-spacing throughout, proper headings and subheadings, no extra line spaces before headings and subheadings, proper paragraph and block indentation, no bolding, one-inch margins all around, and no bullets.Font and font size:Times New Roman, 12 point.