Hr Professional's Role in Organizational Strategy

Bill Gates, the Funder of Microsoft once said, “take our 20 best people away, and I will tell you that Microsoft will become an unimportant company” (Silistre, 2007). Microsoft is one of the most successful companies in the world. The driving force to such success is derived from Bill Gate’s strategic vision for his company. Different from other entrepreneurs, he values the employees, and favoring intelligence over experience in his employees. In modern society, human capital is the most dynamic resources for a company. How to attract excellent human resource and utilize their ability to reach organizational goal is something managers should think about. Strategic human resource management could explain the relationship between human resource management and organizational strategy.

You have been commissioned by the CEO of your organisation to examine and report on the role of the HR function in managing the organisation and to demonstrate how the organisational and HR strategies are shaped and developed within it.

The term Human Resource Strategy is well defined as - “Human Resource management (HRM) is a strategic approach to managing employment relations which emphasises that leverage people 's capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices.” [ Bratton and Gold,4e,p3]

However to further align the business to the recommended strategy we need to ensure that the human resource (HR) strategy is aligned to the capabilities that support the positioning strategy and ensure suitable management practices and HR management structure are specified to support it. A distinct new culture will be required to be fostered. Figure 13 below, demonstrates the principle shift required in moving the dominant culture from the Hierarchy culture which focuses on Order, rules and regulation, uniformity to a Market culture that focuses production/service delivery with an emphasis competitive advantage and market superiority. A Market culture is most aligned to the capabilities that support the considerations of the sustainable competitive advantage of risk selection and analytics.

Diversity and Multiculturalism are growing trends in the HR department. This group consist of diverse individual from different cultural or social background. They usually consist of person from different language, region, sex, region, ethnicity and race. Therefore it is vital that the HR embrace the complex collection of employees with different needs, experiences and ensure that they work in a safe and productive environment.

Critically examine the motives for and consequences of HR outsourcing. Is outsourcing HR good or bad for organisations?

What are the Human Resource practices that one could consider value creating and that are useful and helpful for both the administration of an organization and the individuals who work in that organization? Why do these practices create value? These issues will be presented in this paper.

The fast pace of change in Information Technology creates several challenges for HRM. HR expertise is an important asset especially with the struggle to start an E-Business. IT is a very competitive field in itself making it hard to find talented people that are the very

In addition, majority of the countries to which MNC’s outsource HR function are developing countries such as China, India, Vietnam etc., where the labour cost is cheaper compared to the host country (Andreff,2009). In addition, there is an opportunity to integrate network of operations, when outsourcing. A study by Batt et al (2006) showed that subcontracted call centres in the India perform and intensive monitoring is rather preferred to maintaining an in-house call centres in the US (Doellgast and Gospel, 2010). Although, there are pitfalls when organizations depend on HR outsourcing, for which it is necessity to maintain an internal HR function, to act as a link between the service provider and the the organization.

HR strategies, planning and objectives are intertwined. Discuss how this fact relates to recruitment, and the steps required to ensure a solid recruitment process is put in place.

In the following paper, research is done on Human Resource Outsourcing. It is critical to decide whether to outsource particular function or not. To solve this problem, Harman’s Process Strategy Matrix is explained. And according to this matrix, some of the HR functions are studied. Advantages and disadvantages of HRO are discussed and explained thoroughly. The latest technology of e-HRM is explained extensively. Also a case of SAP SE software is given which is used by German Team to increase performance of its players. Finally, the given case is analysed and solution is provided in conclusion.

The role of human resources is a vital source of success for business. In early days when there was no HR department, employees did not know how to act when difficult times strikes or how to solve critical/ethical issues. After World War II, many soldiers were returning home; employers needed help in recruiting workers. This was the time when HR evolved; a small group of managers came together to build a professional society that served the purpose of the duties of HR department. (Jackson, 8)

In this globalization era, Human Resource Outsourcing (HRO) has come to the surface of business life as a solution. When Multi-national companies decided to outsource its Human Resources Operations, they had only one major goal in mind and that is cutting costs. They have decided to outsource end-to-end human resource operations to third party and today it has become the greatest of exposures.

An HR strategy will state the intentions of the enterprise about hoe it should manage its human resources. These states provide the basis for plans, developments and programmes for managing change. The aim of this SHRM is to guarantee that the culture, structure and style of the organisation, commitment, quality and motivation of its employees contribute fully to the achievement of business objectives (Armstrong, 1992, p. 47).

Critically discuss the importance of HR Management to transform from being primarily administrative and operational to becoming more strategic contributor. In addition examine the current role of HR function.