Hrm as a Strategic Partner

It used to be that human resource was only thought of as the department who hires employees and safe keeps the clerical part of the organization. Human Resource is much more involved in the entire structure of the organization then just the clerical part of it. Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The HRM department is responsible for three major areas including staffing, employee compensation and benefits and defining and designing work. HRM works for the benefit of the organization through managing its greatest business asset which is the employees. The task of managing employees of an

Q1: Why is it important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor?

HRM is a significant approach to employment management which aims to accomplish competitive advantage through the strategic categorization of a profoundly dedicated and competent workforce, utilizing a variety of social, structural, and staff methods. (Storey, 1995)

Topic 2; Week 3: A strategic approach to HRM; The Context of HRM (cont’d); HR Planning.

Human Resource manager play a wide variety of roles in organizations. Depending on the scale and size of the organization or what industry they are in, HR jobs may changing in each situation. It is recommended that in today business world, HR manager plays the role of not only strategic partner, employee champion but also change agent as well as administrative expert. Based on the four criteria mentioned above, the following paper will discuss HR

The four reasons that HR managers should be strategic business partners are ; to increase productivity of the labor force which will in return increase the profitability of the organization, it helps with competency and talent management, business is a changing environment and to neutralize the effects of globalization in the business landscape7. HR managers can increase the productivity of the labor force by using different policies, procedures and practices. HR managers can also work to increase pay and benefits that the company offers to increase productivity. When employees are productive, the company will make money and thus more profitable. Talent management and competence are also important for a workforce. If employees are not set to be successful or competent, then a high turnover rate will occur. Instead through the incorporation of policies, procedure and practices, employees can become competent and their talent managed correctly. This will in turn increase the retention and lower the turnover rate, which in effect saves the company money. The changing business environment is very fast paced and busy as well as stressful. This could be a large contributor to the high turnover rate and low retention rates. The HR manager can make a significant impact in reducing the attitude in the environment and improve the method of handling constant change. Globalization has made a large impact on business. Through policies, procedure and practices, the

According to the first theory- Jackson & Schuler’s theory; “a variety of macro-level environmental characteristics influence the adoption of particular organisational HR practices, policies and philosophies.” (Hartel, Fujimoto, Strybosch & Fitzpatrick, 2006). Therefore macro-level environmental factors such as: laws and regulations, politics and culture all need to be considered by the HR department or HR Professionals as these factors will ultimately influence the organisation’s performance and overall success. Jackson and Schuler’s model also indicates how aspects such as the size of a business, the structure of a business, the strategy of a business, the technology of a business and the stage in a business’s

Human resources management is where everything begins and ends for an individual and the organization. Meaning, it’s where total processes are created for the organization and the individual, such as; planning, forecasting, compensation, benefits, diversity, salary, decisions, ethics, records, right protection, leadership, development, and the list is endless.

Human resource management in the past was said to be about systematic and bureaucratic control, “however, today it is more and more becoming an integral part of the strategic response to change and a very important facet of attempts by management to carve out competitive advantage” (Macklin & Jenkins, 2007:1).

Human resource management has continued to change through the years. Dating back as far as prehistoric times to where HRM is today. All organizations want to thrive and in today’s world it has become harder than ever to find success. The right human resource management team can improve the overall function of an organization. HRM balance multiple important roles such as; employee recruitment, planning and organizing, employee evaluations, conflict resolution, and much more. Most organizations learn through experience, which is what the banking industry has done for human resource management. Through learning from trial and error banks have discovered that HRM needs to continue to be flexible, so that it can change with the times. That means not being set with curtain ideas, that may be outdated. Human resource management will continue to change, but for organizations trying to find success without a good HRM team would not be possible.

Human resource (HR) department that is highly administrative and lacks strategic integration fails to provide the competitive advantage needed for survival, thus losing its relevance. Huselid and Becker (1997) found that there were noticeable financial returns for the organisations whose human resource management (HRM) systems have achieved operational excellence and are aligned with business strategic goals. According to Ulrich (1998), one of the four roles of HR personnel is to become strategic business partner. Youndt and Snell (1996) find that firms employing HR practices according to the stated strategy are regarded to have better performance.

Human resource management, commonly abbreviated as HRM is a function of an organization which is created to positively optimize employee performance of an employer 's business strategic goals. HRM aims on systems & policies and is mainly associated with the people’s management within the organizations.

Human resource management has evolved a great deal since its beginnings. It began as primarily clerical operation in large companies concerned with payroll and employee record. This paper will discuss the evolution of human resource management and the significant difference between administrative and strategic functions of HR.

Working conditions have changed over the past few hundred years, mainly due to the development of the most essential part of an organisation. The Human Resource Department. The human resource department ensures that high morale of employees is kept constant to make sure that high output is produced. A happy workforce means a high output rate studies have shown. Within this report the main aim is to delve into the historical development of human resources and personnel management. In addition, the report will look at how the workplace and employee and employer relations have changed of the past two hundred years. Lastly, this report will include the definitions and functions of Human resource management and Personnel management.

The structure of modern Human Resource Management were appeared in 20th century. It initially started as personnel management function. Human Resource Management advanced the important to the increase competition on the market by training worker to develop better skills and do their job efficiently. Although the numbers of workers of most of the organizations are reduced when economics are in recessions, organizations still need workers’ skills to stay in a competitive market with a well skilled workforce.