The Roles And Responsibilities Of A Graduate HR Business Partner

Growing up, the business world has always intrigued me, however I am far more curious and eager to develop knowledge about the operations of Business management and human resources. I have strong beliefs that the business world would not be successful without driven individuals who are respected and are developed in a positive working environment.

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

All organisations have employees working at different levels of responsibility. At the bottom, a business depends on its operatives to produce the products or services. Team leaders often perform the day-to-day management role, with operational managers setting direction and strategy for the business as a whole. The number of employees in each level will depend on the business’

This course focuses on the strategic value that technology has brought to HR and the business. As a result, HR is a strategic partner in companies. How specifically has technology created this strategic partnership? Share an example. What values have resulted from this strategic partnership?

“The human resource planning process, demands the HR manager to first understand the business requirement. Only if he comprehends the nature and scope of the business, will he be able to employ those who will deliver the required performance. When it comes to engaging the

You made it! You received your master’s degree in Human Resource Management, and now it’s time for you to start seeking career opportunities. At this point, you may be a little confused as to what areas you should focus on in HR since your experience may be limited. Imagine that a friend shares with you that he/she has a small but rapidly growing business which is in need of an HR department. He has asked you to be the HR Manager. Your friend mentioned that he / she previously worked with an HR consultant, but now has close to 100 employees with no definite, dedicated HR department, and really needs your assistance. Although you are nervous, you realize that it’s now time for you to show your skills and put all your years of studying into action.

Apply the theories reviewed in class related to analyzing an HR function and determining the type of HRIS application necessary to automate and create a strategic alliance for this HR department. Students will have an opportunity to apply theoretical concepts to a professional business application.

There can be an overlap in practice across some of these roles. The Ulrich model has been extremely popular in the UK and US over the last nineteen years. “The aim of the business partner model is to help HR professionals integrate more thoroughly into business processes and to align their day-today work with business outcomes” (Brockbank and Ulrich, 2008)

Porter, K., Smith, P. & Fagg, R. 2006. Leadership and Management for HR Professionals. 3rd Ed. Oxford

Additionally, HR Consultancy has a strong understanding of the Call & Contact Centre market. We have gained significant experience over the years and are focused on building strong long term

- outline services to be offered and working assumptions between HR Strategy and its customers;

These degrees require candidates to have more training and knowledge of the human resource aspects; therefore, organization see candidates with a higher degree as more qualify and beneficial prospects to their company. A Bachelor’s degree or above, will give aspirant better job opportunities and qualify them for more broad ranges of positions, from hospital human resource management to training managers. For advanced positions in a large corporation’s HR department, or for the position that involved in developing human resources policy, aspirant would best acquire a Master’s degree or PhD.

Ensure that the individual and collective relationship between the organisation and its employees are managed appropriately

For the most part, Solvus is a provider of HR services solutions to a diverse group of organizations – mostly large ones. Solvus is sub-divided into four sectors (Talent Acquisition, Career Mobility, Contingent Workforce Management, and Performance and Development Management) that facilitate their overall business process. Talent acquisition is responsible for providing organizations with employees by making their employer brand and HR department more attractive and efficient to prospective workers; Career Mobility is responsible for in-placement, outplacement, and career guidance of both the employed and unemployed; Contingent Workforce Management provides organisations with staffing who are contracted with Solvus and not the assigned organisation; Performance and Development Management is responsible for providing courses and in-company training and assessment in order to develop staff’s competencies.

The Neninah Airline, for example, has put a lot of emphasis in building an HR function that delivers value both operationally and strategically. According to Scott et al. (1996) organisations at every point of their growth must tie together their intellectual capacity. For The HR practitioners within the Airline to be valued as a business partner that support growth, they must build a reputation of skill that is in line with the airline’s needs. A thorough assessment of the skills of the HR managers within airline should be commissioned and focused on identifying the mind-set, knowledge and skills requirements necessary for these managers to perform as strategic business partners. Allocating time to this process makes the organisation more strategic in its approach.