Human Resources as a Strategic Partner - 1402 Words

Case for Human Resources as a Strategic Partner In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their†¦show more content†¦Benefits and Consequences Today companies are realizing that their human capital is one of the most important assets to their organization. Strategic planning clearly impacts everyone involved in the organization, thus involving HR is critical. Having HR as a strategic partner reporting to the CEO can only benefit the organization in meeting its goals. Finding the right candidate with the necessary skills to drive the business is essential in meeting the business objectives. This can be seen in the case of Pepsi when they assumed fast food franchises and its staff were not as high trained and educated. Additionally, HR can be a key factor in retaining personnel and assuring that the proper staffing is in place for when the job necessitates it. Boeing is a prime example of this blunder as they had the sales order but not the human capital to meet the needs of the organization. An error of that magnitude could result in major costs to an organization. Another example, where HR can be an asset is in look ing at the internal strengths of the organizations’ human capital and assessing whether or not the strategies would be fruitful. Integrating HR into the strategic process can assist organizations in making efficient and effective choices. Key Business Competencies â€Å"Over the past 100 years the HR profession has been continuously evolving and changing, adding more and differentShow MoreRelatedHuman Resource Management As A Strategic Partner1705 Words   |  7 PagesHuman Resource Management as a Strategic Partner Generally, when one thinks of the role of Human Resources, many people will think first of the role that HR plays in important functions such as staffing, training, retention, and the development of workplace policies. While these are all important functions for Human Resource Management, the evolution of HRM is such that it is important to think of these functions in terms of the impact they have on the overall strategic vision for the companyRead MoreHuman Resource Management : A Strategic Partner At All Times1386 Words   |  6 Pagescritical for human resources management to be a strategic partner at all times in the business environment. The leaders of management are required to make sound and competent decisions that will have a positive impact on their organization. Some reasons why human resource departments choose to be strategic may be partly due to profit, perceptions, funding resources and the overall values of the company. First, â€Å"the concept of profitability is the primary driving force behind strategic management†Read MoreArgues the benefits or disadvantages of Human Resources being a strategic business partner964 Words   |  4 PagesThis essay is to write a discussion paper which argues the benefits or disadvantages of Human Resources being a strategic business partner giving consideration to the impact of Human resources polices and practices on strategy, people and organizational culture. Strategic human resource is considered as a term to describe an integrated approach to the development of human resources strategies within a business, which will enable the organization to achieve its goals. (Kramar et al., 1997) It isRead MoreThe Body Of Knowledge On The Human Resources Function And Ulrichs Strategic Business Partner Model2146 Words   |  9 PagesThe purpose of this section is to review the salient body of knowledge on the human resources function and Ulrich’s strategic business partner model, the workings of the academy, higher education leadership, loosely coupled organizations, and institutional resistance to centralization and business models with the aim of linking the lack of HR presence at the executive level to support the hypothesis that CHROs lack positional and institutional power. Grassroots leadership methods and boundary spanningRead MoreStrategic Role Of Outsourcing849 Words   |  4 Pagescontributing to the traditional human resources rol e becoming a thing of the past (Parus, 2003). The new innovative technology being introduced allows human resources professionals the ability to communicate and work more effectively amongst other professionals in the organization and industry. The business process of outsourcing gives certain functions in the organization a way to improve basic services; providing human resources professional’s time in playing a more strategic role in their organizationsRead MoreThe Business Is Changing Fast Essay1548 Words   |  7 Pagessolutions on how to achieve an HR strategic ambition, which can reflect the uniqueness of the organization. In today’s business, HR should strike an easy balance when achieving HR service competences and maintaining culture that is personal. HR professionals are continuously struggling to evolve into strategic partners. The sarcasm, of course, to have an effective HR service is for HR managers to consider a standard through which they can become a strategic partner. It is important that HR managersRead MoreHuman Resources Strategic Direction Essay example1589 Words   |  7 PagesHuman Resources Strategic Direction The decisive difference in the business climate of any organization is determined by strategy. A successful execution of a business strategy, being the ultimate goal, if inclusive of the Human Resources Department, then like all other departments within the organization will be strategy-driven. Human Resource’s future, by understanding the paramount importance of human and intellectual talent, is on the verge of becoming seen as more of a strategic businessRead MoreStrategic Human Resource Management772 Words   |  4 Pagesbusinesses to adapt quickly to changing opportunities. In a growing number of organizations human resources are now viewed as a source of competitive advantage. There is greater recognition that distinctive competencies are obtained through highly developed employee skills, distinctive organizational cultures, management processes and systems. This is in contrast to the traditional emphasis on transferable resources such as equipment. Increasingly it is being recognized that competitive advantage can beRead MoreA STUDY ON STRATEGIC ROLE OF HUMAN RESOURCE MANAGEMENT Essay1679 Words   |  7 Pagesï » ¿PREFACE Strategic management is the management of change involving the system of corporate values, the corporate culture, and all managerial process of change, such as leadership, planning, control, and human resources management. The strategic management process represents a logical, systematic, and objective approach for determining an enterprises future direction. Researchers usually distinguish three stages in the process of strategic management: strategy formulation, strategy implementation