The new mandate for Human Resources in 1998 showed us the four ways through which HR can help deliver organizational excellence and they are: • First, HR should become a partner with senior and line managers in strategy execution. • Second, it should become an expert in the way work is organized and executed, delivering administrative efficiency while quality is maintained. • Third, it should become a champion for employees, representing their concerns to senior management and at the same time working to increase employee contribution. • And finally, HR should become an agent of continuous transformation, shaping processes and a culture that together improve an organization's capacity for change.

The world has changed since then and in the year 2011, these changes are actually conspicuous. In comparison with the 1998 mandate, we can see that: ▪ HR has become a partner with seniors and line managers with the introduction of participation and performance appraisal. Through this process, the HRM includes the line managers to decide what is best for them. With equal say in the decision making, the line managers are more devoted than ever and the HR can also take feedbacks from the frontline workers and their supervisors. The sense of accountability is also playing its due part. The top managers are just as accountable as the line managers if not more, bringing the sense of equality which was lacking as before. With this method of communication established, strategy execution is easier due to the better information on how the processes need to be done. ▪ Job description and job specification are the two methods which are used by HR now-a-days. This allows specific job allocation to the most suited person. With duties divided properly and effectively, administrative efficiency is on the rise. Moreover, the job distribution is also helping